For decades now, the acronym “ADR” has typically been used as a stand in for the mouthful: Alternative Dispute Resolution. At the ADR Institute of Manitoba, and here at Facilitated Solutions, we prefer to see ADR as APPROPRIATE Dispute Resolution. Here’s why: Mediation, arbitration, med-arb and other non-judicial dispute resolution mechanisms are increasingly become mainstream…. Read more →
Why should I even consider mediation? What’s in it for me?? These are very common (and appropriate) questions. This is my typical 2 minute response:
Determining the facts is an important aspect of assessing whether or not someone has breached policy. But please don’t forget that, regardless of the facts or the “capital T” Truth, how people perceive one another, their behaviour and the situation in general matters just as much, if not more.
By David Dyck, from Facilitated Solutions’ Family Mediation Basics Training Manual. From our perspective, the role of the mediator is not best understood in terms of impartiality or neutrality. These words are at best inadequate and at worst quite inaccurate in our view. With respect to the role of the mediator, we talk about balanced partiality rather than impartiality or… Read more →
I recently stumbled across the headlines that celebrated the 40th birthday of the Sony Walkman. This news makes me feel incredibly old, no doubt. I was, at the same time, reminded with a jolt of how impactful this little revolutionary device was for me. As a teenager, of course. And beyond that. Yes, the Walkman… Read more →
I often hear leaders bemoan the fact that their employees are simply not willing to engage in mediation as an option for addressing difficult workplace dynamics. That the door is closed before it has even properly been opened. The idea of mediation can be extremely anxiety-provoking – especially when past conversations have been difficult and when… Read more →