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Angie Dickinson
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Dale Harrison
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Jessica Smith-Thurston
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Jesse Borbon
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Verna Powers
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The Values & Beliefs Blog

Six Steps Necessary as the Mediation Process Unfolds

Today I am sharing an article from the Program on Negotiation from Harvard Law School: Six Steps Necessary in the Mediation Process.

From the Article: 

As compared with other forms of dispute resolution, the mediation process can have an informal, improvisational feel. The mediation process can include some or all of the following six steps:

1. Planning

2. Mediator's Instruction

3. Opening Remarks

4. Joint Discussion

5. Caucuses

6. Negotiation

For a detailed description of each, click here to read the article. 

In your experience supporting CUSW Members, which of the above have you found to be most valuable as the process of mediation unfolds? 

 

If you are looking to brush up your negotiating skills, check out Introduction to Negotiations in ALLIANCE Learning.ca. (use your CUSW id and password to log in)

What Productive Conflict Can Offer the Workplace

 

I hope all Members had safe and meaningful Canada Day. 

Today I am sharing a TED TALK: What Productive Conflict Can Offer a Workplace. 

About the Talk: 

Got an idea to make your workplace better? Labor organizer and TED Fellow Jess Kutch can show you how to put it into action. In this quick talk, she explains how "productive conflict" -- when people organize to challenge and change their work lives for the better -- can be beneficial for employees and employers alike.

Are Members at CUSW encouraged to bring forward their suggestions to improve their Workplaces? As Advocates, is there a process that you could implement to ensure any process is streamlined? 

Click here to watch the TED Talk. 

Avoiding the Need for Workplace Dispute Resolution

In this week's email, I wanted to share an article covering Avoiding the Need for Workplace Dispute Resolution

From the article: 

Conflict arises in most workplaces at one point or another. Still, companies who take time to address the unmet needs of their employees may find that they have an easier time preventing or managing conflict overall. Identifying and addressing the unmet workplace needs of employees can help reduce the need for workplace dispute resolution skills and techniques.

Here are some needs that, as Advocates, you can encourage employers to strive to meet:

  1. Trust
  2. Competency and Trust
  3. Sense of Worth
  4. Compensation (which doesn't stop at salary!) 

To learn more about each of the above, read the full article

 

If you are looking for an additional resource (when workplace conflict does occur, check out Taking Control of Conflict in ALLIANCE Learning.ca. (use your CUSW id and password to log in)

Do Black Lives Matter to Mediators?

As social unrest continues around the globe, I came across an article that addresses the issue for directly for mediators: Do Black Lives Matter to Mediators? 

From the article: 

Here's where I want to get specific. A good number of people who read this blog are in positions of authority, leadership, or seniority. If we don't initiate the change, we probably stand in its way. So what can we control? One thing experienced mediators can often choose is a co-mediator (or 'assistant' if you must). Do we prefer people who look like us?

Again I'm speaking to myself as much as anyone else. I think the time has come for mediators to take seriously its stance on the issues raised by Black Lives Matter. I make a simple proposal: experienced mediators commit themselves to work with and mentor at least one person from a minority each year.

What would working with and mentoring at least one CUSW Member from a minority look like for each of you? 

Click here to read the full article. 

Facilitating Positive Change in the Workplace

In continuing with the theme of improving the Workplace environment, today's article covers: Facilitating Positive Change in the Workplace. 

From the article: 

Facilitation can be an invaluable tool to promote a positive work environment and prevent the escalation of employment disputes. In contrast to mediation, which focuses on conflicts that have reached an impasse or resulted in the filing of a formal complaint—facilitation may be used early in an employment conflict. Facilitation is particularly useful in addressing workplace climate issues, such as incivility, bullying, harassment, and disputes concerning promotion, salary, and benefits.

Click here to read the full article which includes strategies for: 

  • Pre-facilitation Interviews and Work Environment Survey
  • Facilitated Small Group Meetings
  • Facilitated Large Group Meetings

When reading the article, can you think of how you might apply facilitation to create positive change for Members in the Workplace?

 

 

 

There are several courses included in the Leadership Academy section of ALLIANCELearning.ca that support this topic. If you would like a place to start, consider Navigating Difficult ConversationsDeveloping Positive Relationships at Work, or Taking Control of Conflict (use your CUSW id and password to log in).

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