When: April 7 th 2019- April 13 th , 2019
Where: We will leave from beautiful Ft. Lauderdale
Florida, travel to Georgetown, Grand Cayman, then Puerto
Costa Maya, Mexico, followed by Cozumel, Mexico before
returning to Ft. Lauderdale, Florida.
Why?: Because the Brāv International Networking and
Continuing Education Cruise is your opportunity to meet
your continuing education requirements and have the
opportunity to network with Conflict Management
Professionals from across the country.
Costs and Requirements
The costs of the trip are listed per person based on dual
All room categories are on a first come first
*Must have valid, current passport*
Drinking Packages are available on the ship.
The prices include the cruise, port fees, and taxes. They
also include the training package listed within the
description. Meals in the main dining room and at the
buffets are covered, as well as some meals at select
included restaurants on board. This price does not include
premium drinks, airfare, transfers or shore excursions. The
price also does not include travel insurance which is Highly
1 Passengers traveling alone and/or who would like three people in a room should contact the travel agent,
Weekend Wanderers, directly at 1 (814) 674-8918 to make arrangements.
2 Companion tickets can be purchased for persons who are traveling with a person taking the training but
do not wish to take the training themselves. They are priced at (SB) $950; (OVB) $850; (OV) $800; and (I)
$750. Priority for rooms is given to rooms where both parties are taking the training.
3 For Travel Insrance please contact Weekend Wanderers at 1 (814) 674-8918 or at
All Travelers (2)
Introduction to Conflict Management (S)- This course is a primer to those who
are new to the field of Conflict Management or those who are veteran conflict
managers who wish to see what is new.
Brāv International Events (C)- This course is a description of courses which are
offered by Brāv internationally, including our trips to Australia and Isreal/Europe.
Bronze Level Travelers (5)
Online Conflict Management (C)- This course explains the growing field of
online conflict managements and how you can use OCM to grow your business.
Using the Brāv Platform (A)- This course is a training on how to use the Brāv
platform in your business and how it can make your OCM practice more efficient.
Becoming a Brāv One (A)- This course explains how you can join the Brāv OCM
family, even if you are not intending to be a mediator.
Silver Level Travelers (9)
Cultural Awareness in Mediation (S)- This course goes through the process of
being culturally sensitive in culturally diverse mediation situations.
International Mediation Process (C)- This course explains the intricacies of
international mediation for those who are entering into the field.
Ethics in Mediation (S)- This course highlights the importance of ethics in the
field of conflict management, looking at the situations and solutions that arise
from conflict in the world.
International Domestic Violence (A)- This course discusses how to deal with
domestic violence in situations where people are being abused by loved ones.
Brāv Level Travelers (13)
The Mexico Trade Agreement (C)- This course looks at the new US/Mexico
Trade Agreement and possible conflicts arising from it.
Human Rights In the Modern Era (S)- This course looks at how human rights can
be protected by OCM
Addressing The Divisive Mind (S)- Mr. Zamor’s masterclass in how the mind works in
Current Event Class (C)- A class on an event between now and the cruise 4
Each Category includes the classes above. 5
4 Classes are subject to change and replacement by a class of equal or lesser value.
5 (S) Stanley Zamor, (A) Dr. Alli, (C) Dr. Christopher W. Smithmyer
To peruse and pay, please CLICK HERE!
For Questions please contact info@Brav.org.
Rooms come with two beds*
Actual room may differ from picture*
Negotiation is the process where interested parties resolve their conflict, agree upon courses of action, bargain for individual or collective benefit, and / or attempt to create outcomes which serves their mutual interests.
In negotiation the disputants resolve their differences outside the court by entering into negotiation. There are no rigid rules, technicalities and complicated procedures.
ODR is certainly growing. There has been a review of the court system recently in the UK and Lord Justice Briggs has recommended reforms, which may promote the use of ODR. The proposals involve taking the court system online and so reducing the need for live hearings. It is proposed that there will be 3 stages. The first – a largely automated service for identifying issues; the second conciliation
and case management by case officers; the third – resolution by judges. Once the issues have been identified there will be a negotiation stage where attempts will be made to settle the dispute. Finally the matter, if unresolved, will proceed to be heard before a Judge but this will be done largely on the papers and it is unlikely there will be any need for the parties to physically attend Court. It may not even be necessary for the parties to be present at the same time. It is my understanding that at present the proposed new system will be limited to monetary claims up to £25,000. However, this limit may be moved upwards in time. Whilst the new system will not ban the involvement of lawyers part of the driving force behind the reforms is to avoid the necessity for lawyers thus providing access to justice for those who cannot afford to pay for legal representation. Accordingly, it is proposed that the new system will be straightforward so lay clients can navigate it without the assistance of lawyers and that there will be court staff available to explain the operation of the system. It may be that the early stages of the new system will allow for the use of ODR neutrals to try to settle the dispute.
We have recently seen the implementation of directives from the EU which will also no doubt provide new opportunities for ODR neutrals. The recent directives oblige businesses to provide consumers with the details of a mediation provider when a complaint is made. In addition, those businesses which trade online are obliged to put on their website the details of an ODR provider. It is my understanding that the UK government has approved certain specified mediation providers for this purpose. It remains to be seen whether many consumers will want to use this service but it is certainly hoped they will, although there is no obligation on businesses to agree to refer the matter to mediation as the obligation is only to provide the details of a suitable mediation provider (but not actually to use it).
These issues were discussed at a recent conference I attended on behalf of Brav in Liverpool, UK last month entitled “Online Dispute Resolution-Justice Re-imagined”. Indeed, Lord Briggs addressed the conference being the keynote speaker. The EU Directive was mentioned although it was noted that use of the ODR remains limited, as it seems many businesses have failed to comply with the EU Directive. However, it is anticipated that the use of ODR by consumers will increase over time as more businesses become aware of the requirements of the EU Directive.
The conference drew speakers from all over the world covering a wide range of subjects. It is apparent that ODR is being implemented worldwide. Indeed, we even heard about how the Chinese are implementing ODR into their legal system. I can’t wait for the next conference…
Brāv Online Mediator
Mend: Listen Now & Listen Good
LET’S CELEBRATE WOMEN’S VOICES. WHILE WE’RE AT IT, LET’S MEND.
Mend: Listen Now & Listen Good is a one-time theater event taking place in celebration on Mother’s Day and artist autonomy on May 13, 5-7pm on PUNTO’s main stage.
A diverse group of multidisciplinary women in the arts, performers, and storytellers will take the stage on topics to include gender, age, culture, motherhood and being a woman.
The evening is sponsored by PUNTO Space, an event and performance raw space located in Midtown West (NYC) founded by theater and performing artists with social good in mind.
Mend: Listen Now & Listen Good is a celebration that amplifies artist autonomy, inclusion in the arts and collaboration.
Light refreshments will be served. Admittance is RSVP-only and complimentary for guests.
There is no formula for figuring out who the “best” mediators are – there is no governing body that determines minimal qualifications for a professional mediator. Even if there were, education and training don’t guarantee competence, because a “good” mediator also possesses certain internal attributes that aren’t necessarily learned in a classroom. They just simply can’t be learned in a classroom. They are internal traits which are either inherent or learnt from one’s own environment.
This article lists external and internal attributes that the most effective mediators possess.
Mediators in the United States are not required to meet a uniform standard of education or training for beginning to practice mediation; each state has its own requirements, or, in many cases, none at all. It depends from situation to situation and place to place.
For this reason, it can be difficult to evaluate the qualifications of a potential mediator. We recommend paying particular attention to the following external attributes of mediators you are considering to hire:
How much training has the mediator received?
Was any of the training specific to a certain area of practice (e.g., family, landlord/tenant)?
How recently was the mediator trained? Do they attend refresher courses and keep up on current mediation techniques?
Where was the training conducted?
Does the mediator have a degree in dispute resolution or a related field? If so, from where (e.g. online, law school, university)?
These questions do held relevance, even though just a degree is not enough to know the competence of a mediator.
Certified or certificated? (If required in your state)
Is the mediator actually certified or certificated?
What organization issued the certificate?
What are the requirements of that certificate?
When was the certificate earned?
This will let you know the ‘value’ of you mediator, and will give you a fair abour his or her skills.
For how long has this mediator been in practice? Full-time or part-time?
How many mediations has this mediator conducted, and how many were similar to yours?
Does this mediator specialize in the area of your particular dispute?
This one is important. More the experience, more the tact. Experienced mediators often have higher success rates than the ones who are not that experienced.
Does this mediator belong to an organization requiring adherence to certain standards?
Does this mediator serve on the board of any relevant organizations?
This again gives an idea about the standing and influence of a mediator.
Philosophy and approach
What philosophy does this mediator apply to their work? Do they describe their work as facilitative, transformative, and/or evaluative? Take note of how the mediator describes their process, then consider what that would look like when applied to your case.
What kind of interaction with disputants does the mediator like to have?
Are fees charged by the session, by the hour, by the case?
What is included in these fees?
This one is also important and should be decided beforehand so there are no disputes about it afterwards.
What about the things that can’t be listed on a profile page? There are five ways to know about the competency skills which cannot be presented on the paper:
Effective mediators are able to quickly identify relevant information. They ask questions to gain an understanding of both the facts of the case and of parties’ underlying interests and motivations. This investigation helps them in understanding and resolving the case.
Mediators should handle the knowledge of parties’ underlying interests with empathy and consideration. They are willing to ask emotionally difficult questions and do so in an unbiased and respectful manner. A non empathic mediator has lower success rates.
Inventive and problem-solving
Effective mediators help disputants discover common ground and guide them toward mutual understanding from there; they are willing to be inventive with unusual situations. This will help you reach faster to a resolution.
Verbal expressions, gestures, and eye contact are consistently and effectively used by good mediators to structure an environment in which disputants are willing to re-examine their positions. They maintain a safe and relatively calm atmosphere with confidence and communicative body language.
Capably manages interactions
Mediators should keep the parties on track and working toward the issues they have identified as central to their conflict, and call for breaks or private caucuses when needed. A good mediator knows when allowing tension to rise will be productive and when to effectively defuse tension. These tactics must demonstrate sensitivity to the disputants’ needs (e.g., emotional, cultural) and remain neutral.
After the mediation
After you select your mediator – and hopefully, settle your case – it’s time to help others consider this mediator for their own cases. A testimonial and/or recommendation of your mediator provides vital information for other people in conflict, particularly about the mediator’s internal attributes that can’t be seen on a profile page.
Additionally, a testimonial helps to spread the word that mediation is a quick, confidential, and cost-effective way to settle disputes out of court. A mediator should be selected very carefully and in no haste.
Knowledge is the one acquisition that can never be stolen or destroyed. However, it can become irrelevant or obsolete. The truest value of acquiring knowledge, therefore, is not the knowledge itself but acquiring an understanding of how to evolve through an ever-present pursuit of relevance when one attains new knowledge.
Contact us at email@example.com to learn more.
We agree, President Trump. Get help. Be Brāv.