Intercession TRAINING

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Moderators . Joan PackerConflict Resolution Specialist, SSAW Office, Fairfax County Public SchoolsVirginia Certified MediatorSwaim PessaudOffice of PartnershipsFairfax County GovernmentVirginia Certified Mentor MediatorKristen JohnMS, Institute for Conflict Analysis and Resolution SSAW OfficeVirginia Certified Mediator.

Presentation Transcript

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´╗┐Intercession TRAINING 20 Hour General Certification Training

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PRESENTERS Joan Packer Conflict Resolution Specialist, SSAW Office, Fairfax County Public Schools Virginia Certified Mediator Swaim Pessaud Office of Partnerships Fairfax County Government Virginia Certified Mentor Mediator Kristen John MS, Institute for Conflict Analysis and Resolution SSAW Office Virginia Certified Mediator

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Let's Get Acquainted * Name Where do you work? Struggle Resolution/Mediation Experience Expectations for this preparation Adjective that starts with the letter of your first name

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Objectives To give an outline of correspondence, strife determination and intercession aptitudes. To give a safe and fun condition to practice intercession abilities. To find out about school intervention programs and create intercession aptitudes to prepare understudies in strife determination and intercession.

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Introductions Objectives and Expectations Ground Rules The Nature of Conflict and Conflict Styles Overview of the Mediation Process Mediation Demonstration Lunch Stage I: Introduction Review and Practice in dyads Stage II: Storytelling - Review _ Communication abilities utilized as a part of narrating _ Active Listening Practice Role Play I: Practice Introduction and Storytelling Break Conflict Analysis Stage III: Issues and Needs Mediation Training Agenda Day One Summary of the Day

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Training Guidelines One individual talks at any given moment. Keep up a deferential and safe learning condition. Secrecy Talk from individual experience (make an effort not to sum up) Try to keep a receptive outlook. Be on time.

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WHAT IS CONFLICT? Struggle happens when at least two gatherings (individuals, bunches, and so on.) see that they have commonly contrary objectives. They need distinctive results. There are various sorts of contention. Clashes change in force and term. Power influences the way we mediate.

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CONFLICT OUTCOMES WIN Lose WIN

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LEVELS OF CONFLICT Intrapersonal (inside the individual) Interpersonal (between people) Intragroup (inside a gathering) Intergroup (between gatherings)

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LEVELS OF CONFLICT Organizational Societal National International Global

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EDUCATION INTERVENTION To comprehend and regard contrasts. Relational abilities Trust Building Skills Modeling To achieve a positive result. Investigation Negotiation, intercession preparing Formal and Informal application Framework for Conflict Resolution

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Environment - To make a conscious and safe condition for all. Shared Vision Modeling Education Linkages Framework for Conflict Resolution (proceeded)

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CONFLICT STYLES COMPETING COLLABORATING COMPROMISING AVOIDING ACCOMODATING

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Conflict Escalator Behavior that aggravates the contention will make it another stride up the lift. Nobody gets on the elevator with next to nothing. They continually convey things to the contention. Past association with the other individual. Current sentiments about the individual. Emotions about self. State of mind that day. Assorted qualities Issues and

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GOING DOWN THE CONFLICT ESCALATOR C = Cool Off A = Agree to Work it Out P = P.O.V. on the Problem S = Solve the Problem

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CAUSES OF CONFLICT Positions: What the gathering needs to happen. Interests : Underlying purposes behind positions. Issues: The more extensive significance of the contention. Needs: The particular significance basic the issues. Values: Culture or conviction that underlie positions and interests. INTERESTS = ISSUES + NEEDS

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The key in struggle determination is to get past positions to the fundamental issues and needs. It is exceptionally hard to achieve an answer if gatherings are contending from their positions. Be that as it may, if the gatherings look at each other's advantages, there is a vastly improved possibility for achieving an answer and discovering "shared conviction"

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Vocabulary Mediation alludes to an outsider clash determination prepare whereby individuals prepared in intervention aptitudes work with gatherings in strife. The go between's goal is to help the gatherings in settling the contention, however the essential obligation stays with the gatherings themselves. The middle person encourages correspondences between the gatherings. The arbiter may propose arrangements, however no arrangement might be forced on a gathering; the gatherings must concur before any trade off or arrangement should produce results.

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WHAT IS MEDIATION? FORMAL ARRANGEMENT FACILITATES TALKING UNDERSTANDING BRAINSTORMING WIN/WIN AGREEMENT

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Mediation Principles Voluntary Participation in Good Faith Confidentiality Safe Environment Self Determination Mediator Impartiality Cultural Appropriateness Do No Harm

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Mediation Continuums Informal - - - Formal Relationship-centered - - Solution/Agreement focused On-going Relationship - No On-going Relationship Facilitative - - - Evaluative Facilitative - - - Directive

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THE MEDIATION PROCESS INTRODUCTION STORYTELLING ISSUES and NEEDS PROBLEM-SOLVING AGREEMENT

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INTRODUCTIONS INTRODUCE EVERYONE EXPLAIN YOUR ROLE EXPLAIN THE PROCESS RULES CONFIDENTIALITY

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STORYTELLING EACH PERSON HAS A CHANCE TO TELL THEIR SIDE OF THE STORY LISTEN WITHOUT INTERRUPTING USE ACTIVE LISTENING TO PROVIDE FEEDBACK TO THE SPEAKER PARAPHRASE SUMMARIZE IDENTIFY FEELINGS ASK QUESTIONS TO CLARIFY

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Communication Skills Active Listening: Attentive tuning in without intruding. Consideration concentrated on the speaker. Keep up eye contact, gesture, empowering remarks Convey sympathy Paraphrasing reflects both actualities and sentiments in your own particular words.

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Communication Skills "I" Messages: Encourage disputants to talk from their very own perspective . I feel______________ when_______________ because______________ I want________________

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Conflict Analysis Questions What is the contention? (What is everything about?) Who are the (essential, auxiliary) parties included?, What are the (hidden) issues required in the contention? How intricate is the contention? Is there one point of convergence or are there many levels? To what extent has it been going on? What is creating or has brought on the contention to happen? What do the gatherings need? How would they see it being settled? Do the gatherings need the contention settled?

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ISSUES AND NEEDS DEFINE THE PROBLEM FIND OUT WHAT EACH PARTY NEEDS TO HAVE HAPPEN ASK PROBING QUESTIONS TO CLARIFY SUMMARIZE AND RESTATE

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HOMEWORK Read the "Historical backdrop of Mediation" (pp.37-39). Perused the "Techniques for Dispute Resolution" (pp. 32-33). Be set up to examine this tomorrow.

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FAMILY OF ORIGIN Share data about your group of starting point. Experiencing childhood in this family, what messages did you get about clash? How did individuals in your family handle struggle? In your gathering:

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Break Role Play #2 Lunch Role Play #3 History of Mediation and Types of ADR Welcome & Warm-up Stage IV and Stage V: Problem Solving and Agreement Writing First Role Play Issues and Needs Problem Solving Agreement Writing Practice Communication Skills #2 Mediation Training Agenda Day 2

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PROBLEM SOLVING BRAINSTORM SOLUTIONS LOOK AT ISSUES AND NEEDS CHECK FOR AGREEMENT ASK WHAT EACH PARTY WOULD BE WILLING TO DO CLARIFY AND RESTATE

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AGREEMENT REVIEW BRAINSTORMED SOLUTIONS AND CHECK FOR AGREEMENT FROM BOTH SIDES ON ALL POINTS. NAIL DOWN THE SOLUTIONS. Make inquiries: WHO? WHAT? At the point when? WHERE? HOW? WHAT IF? Indicate EXACTLY WHAT EACH PERSON WILL DO.

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WRITING THE AGREEMENT State the issue. Record what every individual will do. BE CONCRETE Have the disputants consent to the arrangement. Remind the disputants this is an agreement.

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Communication Skills II Neutralizing or Laundering Language Reframing - repeating the gatherings considerations and sentiments another way. Wiping out incendiary explanations. Reflecting basic significance.

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Effective Questioning Use Open Ended Questions Make beyond any doubt questions don't seem like allegations. Test for extra data by reflecting what the gatherings have said and afterward asking: Can you disclose to me more about that? How ? At the point when? Where? What else? Clear up by making inquiries to discover more about what they have said. How could you feel about that? What was the issue?

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History of Mediation Tradition of question determination in all societies of the world.

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History of Mediation In the United States Labor/Management Relations Civil Rights Act of 1964 prompted to production of Community Relations Service which cultivated growth of Community Mediation Centers Courts start to utilize intervention for some respectful cases

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History of Mediation (Continued) Growth of intercession and discretion in associations, particularly in corporate and business ranges since the mid-80's. Peer Mediation programs in schools. Utilization of intervention in broad daylight strategy zones, particularly ecological question EEOC debate (Equal Employment) Disabilities Act IDEA

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Methods of Dispute Resolution Adjudication Arbitration Negotiation Conciliation Mediation Restorative Practices Dialog Facilitated Meetings

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HOMEWORK Read the "Principles of Ethics and Professional Responsibility for Certified Mediators" (pp. 121-128).

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Culture Activity Get an accomplice you have not worked with yet and impart your encounters to culture for the duration of your life? Share highlights with the bigger gathering!

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Welcome Culture and Conflict Peer Mediation Programs Demonstration by Longfellow MS Managing the Mediation Process Lunch Ethics Role-play # 4 Group Debrief Summa

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