Description: Training currently consists of a series of 10 video vignettes (1-3 minutes each). The series shows a mediator in separate caucuses with complainant, manager, and attorneys. The series follows a conflict from the beginning to the end of the mediation. The caucuses demonstrate questions mediators can ask to help parties focus on interests rather than on positions. After each vignette, the facilitator asks questions to stimulate discussion.
Combined or discrete: Can be discrete or combined with other mediation training.
Timeframe: 1 ½ hours to 2 hours
Audience: Mediators - all skill levels. Would be good to have mixture of entry and advanced so that the experienced mediators could provide more examples.
Instructor Certified to facilitate the course by The Effectiveness Institute (TEI) in Redmond
Tailored: The course can be tailored to meet audience needs.
Description: The model consists of four behavior styles and the theory is that we all have at least one behavior style. In order for a team to be successful in the long term, it must have access to all four styles. Each of can use all four styles, it just takes more energy to use styles that are very different from our primary style(s). The course consists of a set of videos, behavior style instrument, facilitated discussions, etc. The purpose of the course is to identify the participant's behavior style(s) and to learn the impact of that style on others. Participants will lean how to adjust his/her behavior style to get own needs met and help meet others' needs. Cost of the "As I See Myself" Behavior Style Booklet is @ $12. This booklet contains the instrument for identifying behavior styles (there is no right or wrong style). There is also a second pocket size reference book that summarizes each style and lists tips for adjusting behavior to meet needs of other styles. (Cost @ $15)
Timeframe: Ideal timeframe is 4-6 hours.
Audience: Anyone who hasn't taken the PS Course. Even if they have, the TEI is constantly improving its course and the facilitator has the most recent materials.
Combined? The PSC is a discrete course and really cannot be combined with other courses. However, the facilitator has scheduled the PS Course after a presentation on Workplace Behaviors. The author, Dr. Cindy Bentson, created a fantastic presentation that defines incivility and explains how it can escalate to more than uncivil behaviors and even hostile work place behaviors if it is not addressed immediately. Many people misuse the term hostile work environment (HWE). Dr. Bentson explains the difference between incivility and the behaviors that can constitute a HWE. This is the first time that the facilitator has seen the different levels of behaviors defined so clearly and effectively. Dr. Bentson lists the specific behaviors that constitute incivility, inappropriate behaviors, and clearly unacceptable behaviors that could be discriminatory. The power point presentation and discussion takes 1 and ½ hours to 2 hours. It is an excellent tool to use in combination with the People Skills Course. One of the elements of Dr. Benton's presentation is that we all need to know our own behavior styles so that we can resolve conflict early and at the lowest level possible. Knowing your style is an essential tool for addressing conflict as many conflicts are caused by clashes in behavior styles. Sometimes someone who has a very different style can appear to be rude or uncivil.
Audience: Managers, employees, HR or EEO Specialists or anyone who deals with conflict.
Step by step method to work through conflict. Includes analysis and practice.
Imagine a time when someone pushes your buttons, or you and your boss have a disagreement, or your co-worker gets on your very last nerve-now picture yourself dealing with the situation along with the pressure of getting your job done. In this popular workshop you will learn an easy, practical, step-by-step method of getting through those difficult times with grace and dignity.
At the end of the session you will be able to take personal responsibility and control of your work life by learning:
The workshop can include a mock mediation and/or mediation video.
These workshops are specifically tailored to the requesting audience. Both the length and scope of the training are chosen by the line/staff division. Participants are asked to contribute dispute scenarios and issues in advance, and when mock mediations are performed, the role playing disputants are from the line/staff division.
Marshall Rosenberg's Non-Violent Communication - adapted for the workplace
Interest-based negotiation for everyone-techniques for everyday use
This workshop can be a follow-up to the outline of negotiation discussed in the Conflict Resolution Workshop, or it can stand alone.
It covers the principles and practice of interest-based negotiation in a more detailed way, and shows how the principles of interest-based negotiation can be used informally in every day inter actions with co-workers and family members.
You will learn:
Combining information and techniques of conflict resolution and interest-based negotiation.
Working with Contentious Stakeholders. 3 days
Developed by Hoagland and J.A. Boyajian, Ph.d.
A variety of short, positive, action-oriented techniques for addressing issues in workgroups or teams.
"Morale" problems in a work group can often be resolved through positive action endorsed and accomplished by the group. The Workshop Method and the Action Planning Method developed by the Institute of Cultural Affairs have proven to be effective ways to define and plan those actions in a very short time.
The Workshop Method takes about a half day, and has five steps:
Action:
The Action Planning Method follows similar steps:
Inquiry:
The remarkable thing about these two programs? First, the group reaches consensus without effort. Second, each idea from each participant is honored, and third, from ideas to implementation the methods take such a short time
A technique for discovering and building on what works in an organization.
Appreciative Inquiry has been described as "the cooperative search for the best in people, their organizations, and the world around them." It involves systematic discovery of what gives a system "life" when it most effective and capable in economic, ecological and human terms. The premise is that "human systems grow toward what they persistently ask questions about."
The Appreciative Inquiry cycle starts with Discovery, where the work group interviews each other with positive affirmative questions designed to elicit descriptions of what works well now and what their best past experience has been. This energizes the group for the next step, where they dream about what the best possible organization could be. The Design phase emerges through grounded examples from an organization's positive past. Good news stories are used to craft possibility propositions that bridge the best of "what is" with collective aspiration of "what might be." With the Destiny phase, plans are implemented and the cycle is incorporated as an integral part of the organization's culture.
This process takes time, but can produce a positive revolution in the attitudes and productivity of an organization or work group that implements Appreciative Inquiry. Our positive images of the future lead our positive actions.
Negotiating for Win/Win Solutions
Negotiating from a Position of Strength
This negotiation skills module can be used for managers, supervisors, or employees.
This module consists of a full day's overview of basic negotiation skills, though could be broken up into shorter segments of half a day or less. The focus is on assisting people in developing their own skills by encouraging thorough preparation for negotiation sessions, analyzing communication styles, breaking through barriers, and using questions effectively. The course was team taught through lectures, a video, written materials and demonstrations. This class is team-taught.
Programs can be tailored for management and supervisors or employees. Presenter has taught numerous training sessions on employment discrimination law, some covering an overview of the law and other sessions focusing on one particular aspect of employment law (e.g., sexual harassment, disability issues, etc.). An overview would include a review of federal statutes, which prohibit employment discrimination, including Title VII, the ADA, the ADEA, and the EPA. Topics include discrimination based on race, color, religion, sex, national origin, age and disability, with a discussion of evidence used to prove and defend against discrimination allegations. An example of a session focusing on one aspect of employment law would be a program covering disability issues including issues such as: what is a disability covered by the ADA?; what is required of an employer during the interactive process?; what accommodations are "reasonable?"; what is the direct threat defense? Class designs cover a variety of time frames, from one hour to half a day, depending on subject matter and audience.
This interactive workshop discusses where and when conflicts arise at work, what the conflicts are about and practical methods for dealing with emerging dysfunctional conflict. The emphasis will be on skills development, including active listening, using non-violent communication, eliciting and verifying interests, creative option development and negotiating or helping others negotiate solutions.
Participants learn: