CCD & MTI had the opportunity to present and exhibit at the 2015 Southern California Mediation Association (SCMA) Conference at Pepperdine Law School on November 6th. CCD & MTI director Craig Runde teamed up with former MTI training director Dr. Debra Dupree to present to attendees on How Conflict Competence and Emotional Intelligence Affects Workplace Mediators. Afterwards participants were able to stop by the MTI exhibit to discuss training options. Seasoned mediators were interested in MTI’s train-the-trainer program which would allow them to expand their portfolio of services to include training clients how to deal with conflicts more effectively by… Continue Reading MTI at the Southern California Mediation Association Conference
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Archives for Practitioners
Promoting Your Practice
We covered a lot of great topics at the 2015 Practitioner Conference. One of our most popular sessions was the table talk entitled “Marketing your Conflict Practice” hosted by Matt Dreger, the Director of Digital Marketing for the Division of Executive and Continuing Education, and Dorie Michalik, the Assistant Director of Product Management for the Center for Conflict Dynamics and Mediation Training Institute. At these sessions, seasoned practitioners shared their thoughts with the group, and the CCD staff gained valuable insight into the support our certified partners need. A large list of ideas emerged from these session, take a look… Continue Reading Promoting Your Practice
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Helping Managers Learn How to Wait
In MTI’s Manager-as-Mediator course, managers have three tasks to accomplish in the three-way meeting with their employees: Keep disputants engaged in the Essential Process (by preventing violations of the Cardinal Rules) Support Conciliatory Gestures, and Wait! (remember the abbreviation W.A.I.T. = “Why Am I Talking”) While each of these steps is conceptually straightforward, they can each be challenging to perform. In many cases, the most difficult one for managers is the last one. It is simple – as long as the parties are engaged in face to face talking about the problem and there are no conciliatory gestures that are… Continue Reading Helping Managers Learn How to Wait
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Trends in Conflict Research and the CDP Model
In the late 1990s, when the Conflict Dynamics Profile was originally developed, organizational research in conflict had begun to focus on the concept of conflict types. Three main types were described: task conflict which involved differences over substantive issues, process conflict which dealt with how to organize various functions, and relationship conflict which focused on interpersonal problems. At first it was thought that task conflict could lead to enhanced productivity, improved creativity, and better decision making. Relationship conflict and to a lesser extent process conflict were seen as producing negative outcomes – both in terms of productivity and morale. In… Continue Reading Trends in Conflict Research and the CDP Model
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Practitioners, Research, and Uncategorized.
New Conflict Related Research – IACM 2015
Practitioners, Research, and Uncategorized.
Using the CDP 360
Why Does Great Collaboration Require Good Conflict?
The CDP on Campus: Improving Conflict Resolution Skills at Institutions of Higher Learning
How We Describe Conflict
When doing a program on conflict management, I’ll often ask people what words come to mind when they think about conflict. Typically responses include: frustrating, stressful, anger, upset, fear, and anxiety. Participants, when asked to characterize their responses, almost always describe them as negative. At the same time they almost always give a few words that could be viewed as positive such as: opportunity, growth, and resolution. From 2003-2005 we asked people being certified in the Conflict Dynamics Profile to share words that described conflict for them. They shared over 170 words which depicted a wide range of attitudes towards… Continue Reading How We Describe Conflict
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