Conflict Management Archives - Page 5 of 10 - Conflict Management Academy

The Subtle Art of Impartiality: Lessons from Conversation Analysis

Leave a Comment / Articles / Samantha Hardy

Recently, we had the privilege of hosting Professor Elizabeth Stokoe for a webinar on her research into how intake staff at UK mediation centres communicate with callers seeking information. As a psychologist specializing in conversation analysis, Professor Stokoe examines real interactions rather than those happening in artificial experimental settings. Her work provides valuable insights for […]

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Exploring the Diversity of Mediation

Leave a Comment / Articles / Samantha Hardy

When someone says they’re a mediator, what image comes to mind? Probably someone who helps people in conflict work through their differences, right? Simple enough. But here’s the thing—mediators are not all the same. In fact, the mediation field is incredibly diverse, even though most practitioners don’t describe themselves beyond the generic label of “mediator.” There are many different

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Embracing Inclusivity in Mediation – A Pathway to Justice for Neurodivergent Individuals

Leave a Comment / Articles / Samantha Hardy

* Thanks to Rebekka Kornmehl, Danielle Hutchinson, and Carol Bowen for their helpful feedback on this content. People in the conflict resolution field typically think of mediation as a client-centered, informal, and flexible approach to managing conflict. However, as highlighted by participants in the Symposium for Access to Justice for Autistic People in ADR in

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When the Boss Is Exhibiting Challenging Behaviours

Leave a Comment / Articles / Samantha Hardy

I recently had an interesting conversation with someone who started out by describing their boss as a “narcissistic personality” and who was looking for some advice about how to get them to change their behaviours towards staff. Work with behaviours, not labels The first step is to emphasize the importance of avoiding labelling the boss

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F’s first mediation

Leave a Comment / My First Mediation / Samantha Hardy

1. Without breaching confidentiality: (a) How did you get this mediation? Through linked in/ word of mouth (b) Briefly describe the conflict. Work place/ break down of communication between colleagues. 2. What pre-mediation information did you have? Conversation with CEO and both parties a one hour zoom intake. 3. What pre-mediation steps did you take?

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K’s first mediation

Leave a Comment / My First Mediation / Samantha Hardy

1. Without breaching confidentiality: (a) How did you get this mediation? The person who owns the business is a friend who knew I was just starting out and asked if I could help with an issue she was having with a couple of her staff. I had done some presentation/facilitation work with her previously. It was

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Intuition: Do you trust it?

Leave a Comment / Articles / Samantha Hardy

*This article was written by Debra Farrelly, one of our Conflict Leadership Program members, after our June group sessions focused on this topic. For conflict practitioners, intuition seems to play a pivotal role in understanding and addressing the unspoken needs and underlying issues that arise in challenging conflict situations. But how reliable is your intuition,

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The power of slowing down communication

Leave a Comment / Articles / Samantha Hardy

I recently reviewed the book Elastic by Leonard Mlodinow and have been thinking more about his discussion on how we understand what someone is saying to us. He explains that when you are listening to someone speak, rather than trying to decide the meaning of each word as it is spoken, your brain keeps the

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Curiosity in conflict

Leave a Comment / Articles / Samantha Hardy

Curiosity is more than just a tool for gathering information. While curiosity can lead to an increase in our knowledge, it’s most useful when it also leads to greater understanding. However, curiosity is not just useful because of what it “gets” us, it can also change us, and be a force for meaningful connection and

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Perspective taking in conflict

Leave a Comment / Articles / Samantha Hardy

Anyone who works with people in conflict understands the transformative power of perspective taking in resolving conflicts. In fact, a large part of the work of mediators and conflict management coaches involves supporting clients to see things from different perspectives. Perspective taking often results in: More information being disclosed Increased capacity to communicate in a

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