How many more?
Everyone realizes that there is an issue…but what’s the solution?
Speaking of conflicts…we are seeking more research and have created a brief, 5 question survey on workplace conflict. Please fill it out and contact your friends (HR, admins, employees, etc) in both public and private sector to fill it out? The link is below. Thank you!
The idea of using mediation to resolve conflicts in organizations, including school and work is still foreign to many, yet in actuality it is a simple concept with a high success rate. Specifically, disagreeing parties often feel more empowered through mutual consensus and decision-making. One group in particular is hoping to normalize this idea through making readily available resources – globally: the International Mediation Institute (IMI).
IMI is a non-profit organization funded entirely by donations, that acts as a central depot for dispute resolution resources. It serves a global base for experienced mediators, advocates and others involved in collaborative dispute resolution and negotiation processes. The Institute also convenes stakeholders, promotes understanding and disseminates skills, all in a non-service provider capacity. IMI has several great components:
(1) setting standards for mediators and mediation advocates/advisors on a global scale.
(2) the unique mission to establish mediation as a recognized profession.
(3) holding consultative status with the UN economic and social council (ECOSOC), and observer status with UNCITRAL.
(4) the IMI credentialing scheme sets high standards, but also makes those standards transparent to Users by requiring IMI Certified Mediators to:
a – collect feedback from Users (disputants and their professional representatives), on the experience they had in mediation and the performance of a mediator;
b – appoint an independent organization or individual to summarize it into a Feedback Digest, and include it in the IMI Certified Mediator’s Profile.
In this way, the mediator’s ongoing competency is validated by the community they serve.
When high practice standards are developed, tested and implemented consistently cross-border by recognized, professional experts, global professional standards exist. IMI achieves this through the Independent Standards Commission (ISC), a 70+ strong body of Mediators, Users, Judiciary, Providers, Trainers, and Educators from 27 countries and established system of the Qualifying Assessment Programs approved by ISC.
For businesses, the widespread adoption of international credentialing provides confidence to parties seeking help resolving conflicts and creates a standard for every neutral to adopt. “It also means a greater ability to trust choices of other parties (re-starting the relationship building process) based on the known element of IMI Certification (even if the specific individual is unknown). Making suitable choices between a number of competent mediators is much easier.
Further, organization conflict management means a professional approach to help parties negotiate through conflicts when bilateral efforts threaten a sustainable outcome. Ultimately it means lower costs and less time focusing on process aspects – leaving more opportunity to manage the conflict itself. When organizations and companies propose mediation as part of their ongoing business, it is viewed not as an expression of weakness but as a strength and a genuine implementation of organizational and corporate policy and ethos.
“Conflict is a natural part of life, helping manage it is a natural part of what we do.” – Harvard Law School
Current law students at Harvard Law School are working on a long-term paper focused on Online Dispute Resolution. The premise of the research is to trace the evolution of online dispute resolution (ODR), outline the advantages and disadvantages of online resolution mechanisms, and try to identify some best practices for effective online mediation. According to one current Harvard legal scholar, “Brāv is an incredibly helpful data point, since up until this point ODR has primarily been used for ecommerce disputes rather than interpersonal conflicts.”
Look out for more soon!
Brāv is excited to partner with Loyola for the INADR International Mediation Tournament at Loyola University Chicago School of Law next spring. Over 60 teams from more than 20 countries are expected. See more details below and please join us!
Brāv excitedly accepted an invitation to join the national Texas Conflict Coach radio program next month! Listen LIVE on October 6th at 7:00pm CST at Blog Talk Radio. Call in to speak with Brāv and guest host, Stephen Kotev at: (347) 324-3591.
Stephen Kotev is a Washington D.C. based conflict resolution consultant offering mediation, negotiation and facilitation services, conflict coaching, training and somatic education to private and government clients. Helping people resolve problems and improve their performance is his passion and profession.
Stephen has dedicated his professional career to the practice and study of conflict resolution. His first exposure to conflict resolution began as a high school peer mediator over twenty years ago and his interest in the theory and practice of conflict resolution continues to this day. He holds a Master of Science degree from George Mason University’s School for Conflict Analysis and Resolution and is certified in conflict coaching by Conflict Coaching Matters LLC.
Stephen is a black belt in the Japanese martial art of Aikido and has become a nationally recognized expert on how to maintain your performance under pressure. Since 2006, he has taught graduate and undergraduate students these somatic skills as an Adjunct Professor for George Mason University in Fairfax, Virginia.
Stephen is one of only two individuals to have been employed by both of the nation’s two largest Alternative Dispute Resolution (ADR) membership organizations – the American Bar Association Section of Dispute Resolution and the Association for Conflict Resolution. He has also worked for the Ohio Commission on Dispute Resolution and Conflict Management and the District of Columbia Court Services and Offender Supervision Agency as an ADR Specialist.
Stephen has conducted trainings to international and national audiences in, the United Arab Emirates, Bahrain, Qatar, Germany, Northern Ireland and across the United States.
For more, click here.
Dear Brāv Fans,
We wish you the best this 2015! Thanks for making our campaign a success; Brāv made over $1500 from our donors for our Global Giving campaign. We thank you for believing in us.
- We are continuing to work on exciting training for the upcoming summer. Stay tuned!
- We are excited about spreading our platform into new organizations and industries and plan exponential growth for the coming year. Brāv will be featured in an April talent competition! While dates are getting finalized, be on the lookout for information on an upcoming pageant where contestants will get certified as Brāv Crowns and help spread Brāv’s message.
- And…Tell everyone how Brāv (brav.org) trains anyone in conflict resolution and management. In turn, these trained Brāv Ones aid in the conflicts of others on the site’s face-to-face platforms.
Your continued support in our Challenge is crucial – we still have a chance to earn a permanent spot on the Global Giving site to complete the online program when we receive 40 unique donations totaling $5000.00! Here is the site: http://goto.gg/19042.
Thanks from brav.org
Afroman, well known for his 2001 hit, succeeded in his mission to make a comeback…but not necessarily for his music as he had hoped. If you haven’t seen the .30 second video of Afroman slapping a fan (but nonetheless stage trespasser), watch it now. The most disturbing aspect of the Afroman incident was arguably not the blow to the concert goer’s face, but rather the musician’s seeming lack of concern right after, immediately returning back to playing his guitar, not missing a beat.
Some believe this cavalier attitude (only reinforced by his tweet later on that states, “it is what it is”) could suggest that he’s reacted similarly before.
But what causes this acting out? There are many reasons that this might occur:
- Learning that violent coping skills are acceptable from a trusted individual, such as an abusive parent or close friend, and therefore not learning more effective ways to handle pent up emotion or not learning the value of self control.
- An attitude that their target is out to get them/ inferior to them/a nuisance, and the most immediate way to deal with them is through intimidation and violence. (He failed to react the same way when the male concert goer walked on stage too, but that may also be due to remaining in shock from the first trespasser.)
- A loss of control. For example, in his apology, Afroman cites his quest to make a career comeback. Thus, despite not receiving consent, the target walks on and dances on stage and attempts to dance on him, may have sent him into a rage because it took the focus off his talent and disrupted his focus.
- Not having an outlet for his emotions, and learning that anything short of aggression is weakness – particularly because it works. Many support the idea that Afroman was sexually assaulted on stage and some say that warrants self-defense. It is important to note that self-defense requires necessary and proportionate force to that of the initial aggressor.
- The anger may not even have anything to do with the concertgoer. Perhaps Afroman keeps anger inside, which manifests at arbitrary triggers.
What do you think?
Reducing and dealing with conflict requires skill and confidence. In daily life, you encounter issues all of the time. From childhood to adulthood, the challenges arrive, and you need the tools to appropriately deal with these conflicts and move on with a healthy and happy life.
Whether you are dealing with bullies at school, or other conflicts, there is a crucial need to understand the difference between assertive and aggressive behavior.
Merriam-Webster defines assertive as: disposed to, or characterized by bold or confident statements and behavior. Aggressive is defined as: tending toward or exhibiting aggression, marked by combative readiness.
The nonviolent resolution of conflict is centered upon the quality of assertiveness. Here at Brāv, our platform focuses on the importance of using assertion rather than aggression to solve interpersonal issues on a daily basis.
Our Brāv Ones can help guide you through this concept, and help stop the vicious cycle of violence. If you are having difficulty at school, at your work, or at home, we are here to help.
The concept is seemingly simple, but it is in the application of these qualities in situations of conflict that is the hard part. That is where Brāv comes in. Let us help you today.
Contact us at firstname.lastname@example.org for more information. If you would like to be part of our team of Brāv Ones that help others, we would love to hear from you too!