tag:blogger.com,1999:blog-91523684204927610812024-02-19T17:05:55.413-07:00The Community MediatorWelcome to The Community Mediator by NAFCM; a site for regular commentary, resources, and updates on and for the community mediation field.NAFCM Administratorhttp://www.blogger.com/profile/04496720030637163232noreply@blogger.comBlogger77125tag:blogger.com,1999:blog-9152368420492761081.post-37622410189686682512013-04-18T19:16:00.000-07:002013-04-18T19:16:45.127-07:00Welcoming NAFCM's New Executive Director: Matthew Phillips!<div>
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Dear Members of NAFCM and friends of community mediation:</div>
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Please join me in welcoming Matt Phillips , who will officially begin as NAFCM’s Executive Director on Monday April 22nd. Matt’s most recent role was the director of the <a href="http://www.voaww.org/Get-Help/Dispute-Resolution-Services"><span style="color: blue;">Volunteers of America Dispute Resolution Center</span></a> in Everett, Washington, where Matt grew the program budget from $300,000 to over $1 million annually. He was also the Chair-person for the <a href="http://www.resolutionwa.org/"><span style="color: blue;">Resolution Washington</span></a>’s state-wide legislative committee that was involved in raising over $12 million for conflict resolution in Washington State. In addition to his entrepreneurial and innovative fundraising skills, Matt has strong member relations skills, is very knowledgeable about community mediation and has vast skills which he will utilize to serve NAFCM member needs.</div>
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The <a href="http://www.nafcm.org/about/people/current"><span style="color: blue;">NAFCM Board of Directors</span></a> is thrilled to be entering into a vibrant new phase in our development. The robust response we received to our job announcement is a testimonial to the growth of NAFCM and the relevance and value the organization has for its members. Matt is full of energy, skill and knowledge and NAFCM Board members are ready to roll up our sleeves to work with Matt advance the critical work of community mediation.</div>
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Also, please join me in <a href="mailto:corbett@AdvancingDR.org"><span style="color: blue;">thanking Justin R. Corbett</span></a> for all of his vast contributions to NAFCM and to wish him well in his new endeavors.</div>
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We hope you will take a moment to <a href="mailto:mphillips@nafcm.org"><span style="color: blue;">welcome Matt</span></a>.</div>
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Kind regards,</div>
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Karmit Bulman, on behalf of the NAFCM Board of Directors</div>
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NAFCM Administratorhttp://www.blogger.com/profile/04496720030637163232noreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-66909697833862863172013-01-10T12:22:00.001-07:002013-02-14T18:56:58.431-07:00Introducing The NAFCM Clearinghouse<div dir="ltr" style="text-align: left;" trbidi="on">
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NAFCM is pleased to announce the most exciting resource it's ever produced, one which will change the way our community collaborates and shares information. Introducing: the <a href="http://www.nafcm.org/clearinghouse" target="_blank"><span style="color: blue;">NAFCM Clearinghouse</span></a>!<br />
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<b><span style="color: #990000; font-size: large;">Overview</span></b></h2>
The NAFCM Clearinghouse is the field’s one-stop-shop for community mediation resources. From archived content to ongoing projects, this resource compendium is a home for the field’s digital and intellectual assets. Through the collaborative engagement of NAFCM program members, the Clearinghouse serves as an aggregated, searchable hard drive containing all the best of what was once scattered across centers and software. It’s a place to source and share materials that chronicle our accomplishments and propel our progress in ways which are faster and more connected than ever before.<br />
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<b><span style="color: #990000; font-size: large;">Purpose</span></b></h2>
The purpose of the NAFCM Clearinghouse is to provide immediate access to resource examples and templates that inform and inspire your own work. It allows you to draw from and build upon materials shared by centers and leaders across the field. It also allows you to contribute your own resources for colleagues to reference now and in the future.<br />
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Beyond its administrative pragmatism, the Clearinghouse also serves as a nod to our collective past and guide for our shared future. The Clearinghouse journals our progress through archived training manuals, it chronicles the shifts in messaging through years of marketing materials, and houses the historic research which girds the foundation of our current endeavors. Through these valuable references, the collection also helps us chart our course forward more efficiently. Delving into the Clearinghouse, we can collectively recognize and adopt our respective smart practices. We can streamline or crowd-source tedious administrative practices such as revising forms. We can efficiently inspire creative tasks such as penning compelling narratives. We can also identify gaps in our collective resources and undertake coordinated efforts to shore up category deficits or modernize materials with fresh perspectives and the latest developments -- all of which benefit not just a single center, but the whole of our community!<br />
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<span style="color: #990000; font-size: large;">Key Facts</span></h2>
As a dynamic resource, the NAFCM Clearinghouse is continually expanding in size, content, and scope. To help conceptualize its vast content, we have included below several key facts for your review. The NAFCM Clearinghouse contains:<br />
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<li>6,000 materials and is regularly accepting new content, all of which is keyword searchable;</li>
<li>Content from an estimated 300 current and former community mediation programs;</li>
<li>Materials sourced from 18 countries and originally written in 27 languages;</li>
<li>Nearly 250 videos representing over 65 hours of content;</li>
<li>Nearly 30 audio recordings representing nearly 25 hours of content;</li>
<li>Content ranging from the mid-1970s to 2013;</li>
<li>1,500 archived newsletters and 250 archived annual reports;</li>
<li>650 research articles and 100 volumes of field-specific open-access journals;</li>
<li>Longitudinal financial reports from nearly 150 community mediation programs;</li>
<li>Point-in-time PDF archives of nearly half of all community mediation program currently in existence; and</li>
<li>40 gigabytes of content formatted in 20 different filetypes.</li>
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<span style="color: #990000;">Contents & Sourcing</span></h2>
The Clearinghouse is a diverse and dynamic exchange. It houses materials of the broadest and laser foci; those products which engage the entire network, and those of idiosyncratic interest or even irreplicable nuance. Combined, this diverse collection represents the breadth of perspective and practice that color our field and transform us from siloed centers to a connected community supporting one another through regular contributions of fresh and archival content. While Clearinghouse content will be variably applicable, interesting, and repurposable to any particular visitor, every visitor will find something -- likely many things -- that responds to their inquiries or resonates with their interests.<br />
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In its initial iteration, the Clearinghouse includes customizable template forms, sample material for nearly every imaginable administrative and programmatic purpose, newsletters articles, data-laden annual reports, commissioned research, multimedia training content, historic and recent NAFCM publications, and much, much more.<br />
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Locating and compiling this extensive resource trove was a substantial year-long undertaking. It was coordinated by NAFCM staff and supported by early contributors from throughout the field. Materials were sourced directly from center leadership, culled from archived listserve discussions, mined from publicly-accessible websites, scanned from NAFCM’s previous physical Clearinghouse, and newly created for the current collection. The content represents the specific resources and collected wisdom from hundreds of centers and field leaders across geography and throughout our shared history.<br />
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<b><span style="color: #990000; font-size: large;">Crowdsourcing & Curation</span></b></h2>
The NAFCM Clearinghouse is designed to expand. Moving forward, those who can access its contents may also -- and, indeed, are encouraged to -- contribute their own content, as well. The Clearinghouse is extensibly designed to welcome community-sourced contributions that continually supplement current content and gradually extend its entire scope. Crowd-sourced material can be quickly contributed using the <a href="http://www.nafcm.org/clearinghouse/contribute"><span style="color: blue;">embedded upload tool</span></a>, via email, or even by mailing physical copies to be scanned and uploaded by NAFCM staff. Materials thus shared become accessible to the entire community; inspiring others by your creative marketing materials, informing them of important policy nuances, staving the needlessly novel development of replicable documents, and much more.<br />
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As the Clearinghouse administrator, NAFCM will continually curate the community’s growing collection. This role, however, will be minimal by design. NAFCM's primary objectives in resource curation are to ensure maximal accessibility, discoverability, and order within the Clearinghouse. We will achieve this by confirming basic content appropriateness and enforcing helpful resource naming protocols and categorizations. Beyond these minimal administrative efforts, the Clearinghouse will be encouraged to organically grow at its chosen pace and to its community-ordained size and scope.<br />
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<b><span style="color: #990000; font-size: large;">Real-Time Collaboration</span></b></h2>
Housed within and benefiting from the robust functionality of the Google Drive platform, NAFCM program members can not only passively review Clearinghouse content, they can also engage the platform to actively collaborate with colleagues in real-time. New documents can be created within the various Google Docs formats that allow colleagues to contribute content at the same time or in an ongoing fashion. When housed within the Clearinghouse folder structure, these new documents can be viewed, commented upon, or edited by the entire community, or any subset the originator desires. (For example, add your organization's guiding statements within the collaborative <a href="https://docs.google.com/a/nafcm.org/document/d/12GzHEx5R3KoipjnR0nUVtF7dDNUEzY42nhy2C19sVdc/edit" style="text-decoration: initial;" target="_blank"><u><span style="color: blue;">Community Mediation Mission Statements</span></u></a> document, which currently accepts live contributions from all those with Clearinghouse credentials.) This feature can be used for statewide center networks, field-wide project groups, and many other collaborative purposes. If you have questions or need assistance initiating a collaborative document to be housed within the Clearinghouse, please feel free to <a href="http://www.nafcm.org/clearinghouse/support#TOC-REQUEST-SUPPORT" style="text-decoration: initial;"><u><span style="color: blue;">contact us</span></u></a> directly.<br />
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<b><span style="color: #990000; font-size: large;">Structure</span></b></h2>
Housing the entirety of the community mediation field behind a single portal is a decidedly ambitious undertaking. Coherently organizing the continually expanding collection is decidedly ambitious, again! This organization requires accessibility, comprehension, extensibility, flexibility, and intuitiveness. The resource categorization must resonate with hundreds of collaborators, each of whom maintain corresponding, yet wildly divergent file structures for their own local resources. Ultimately, while there is likely no single categorization scheme which is objectively superior to its many alternatives, the thousands of resources populating the Clearinghouse require one to be imposed. We hope our choice achieves the rigorous demands we placed upon ourselves and meets the high expectations of NAFCM's program members.<br />
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The framework chosen for the NAFCM Clearinghouse mirrors those found in several inclusive NAFCM publications and earlier -- though notably smaller -- resource collections. It categorizes content with an eye toward its primary audience: center administrators, though should remain intuitive enough for researchers and other audiences, as well. The top-level folder structure includes the following categories, each of which are detailed more extensively on their respective Collection overviews: (1) <a href="http://www.nafcm.org/clearinghouse/governance"><span style="color: blue;">Structure & Governance</span></a>; (2) <a href="http://www.nafcm.org/clearinghouse/center"><span style="color: blue;">Center Administration</span></a>; (3) <a href="http://www.nafcm.org/clearinghouse/service"><span style="color: blue;">Service Administration</span></a>; (4) <a href="http://www.nafcm.org/clearinghouse/volunteer"><span style="color: blue;">Volunteer Administration</span></a>; (5) <a href="http://www.nafcm.org/clearinghouse/engagement"><span style="color: blue;">Community Engagement</span></a>; (6) <a href="http://www.nafcm.org/clearinghouse/development"><span style="color: blue;">Fund Development</span></a>; (7) <a href="http://www.nafcm.org/clearinghouse/training"><span style="color: blue;">Training</span></a>; (8) <a href="http://www.nafcm.org/clearinghouse/evaluation"><span style="color: blue;">Evaluation & Assessment</span></a>; (9) <a href="http://www.nafcm.org/clearinghouse/research"><span style="color: blue;">Research</span></a>; and (10) <a href="http://www.nafcm.org/clearinghouse/special"><span style="color: blue;">Special Collections</span></a>.<br />
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Benefitting again from the flexibility of the Google Drive platform, individual files and even entire sub-folders contained within the top-level Collection structure can be cross-referenced where logically appropriate. For example, a sample volunteer evaluation tool could logically reside within either the “Volunteer Administration” or “Evaluation & Assessment” Collections. As one might reasonably search for such a tool in either of those categories, it should ideally reside in both. Thankfully, the Google Drive platform allows this cross-posting of unique files and folders without needless resource duplication or cluttering of the overall collection. Where such cross-posting is appropriate the scheme has been coordinated thusly. When future cross-referencing becomes necessary to ensure maximal resource visibility of future contributions, NAFCM will adjust the structure.<br />
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Another helpful aspect of the platform involves the option to customize the categorization to each specific collaborator’s preference without alteration to the structure viewed by fellow Clearinghouse visitors. This can be done through co-locating files and folders in both the shared “NAFCM Clearinghouse” folder, as well as a separate user-owned folder system within their personal Google Drive accounts. Familiarity with this and other helpful platform functions will increase as you explore and engage the Clearinghouse, and can be further facilitated by viewing the countless <a href="http://www.youtube.com/channel/HCyBYkt5_Rzqc" style="text-decoration: initial;"><u><span style="color: blue;">Google Drive tutorial videos</span></u></a> available online.<br />
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<span style="color: #990000; font-size: large;"><b>Program Member </b><b>Access</b></span></h2>
NAFCM is pleased to provide access to select components of this important Clearinghouse to current program members of the Association. As one of its most valued member benefits, NAFCM’s work initially compiling and continually coordinating the Clearinghouse is one of the ways we proudly give back to those who invest in our field through a NAFCM program membership. Specific access rights, including the number of login credentials associated with a particular program level membership can be found on our <a href="http://www.google.com/url?q=http%3A%2F%2Fgo.nafcm.org%2Fbenefits&sa=D&sntz=1&usg=AFrqEzebLXZ9EKVNLDIimHzOifqP0c8DCA" style="text-decoration: initial;"><u><span style="color: blue;">Member Benefits page</span></u></a>.<br />
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Clearinghouse credentials are intended for the sole, exclusive use by the specific individuals for whom they are created. Login credentials are associated with a single individual should not be shared with anyone! This is critically important because your NAFCM-assigned @CommunityMediator.org account is a fully operational Google Account that provides you access to much more than NAFCM’s Clearinghouse. This account also provides access to private email, discussion groups, online profiles, public reviews, and other web-based services/activities which influence an individual’s and organization’s online reputation.<br />
<b><u><br /></u></b>Each NAFCM program member will receive the specific number of login credentials associated with their membership category. Each credential is intended for the exclusive use by single person. If additional login credentials are required for staff members at a community mediation center, please contact NAFCM for membership upgrade options. For personal security purposes, sharing login credentials may result in the revocation of an individual’s NAFCM-assigned account, including the removal of Clearinghouse permissions.<br />
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<span style="color: #990000;">Acknowledgements</span></h2>
This digital Clearinghouse is one of the most expansive and ambitious projects in the history of the National Association for Community Mediation. It is built upon the previous efforts, continued contributions, generous support, and diligent work of those within, connected to, and supportive of the Association and its vision. Notable acknowledgements and gratitude are extended to the JAMS Foundation for its visionary and continued support of NAFCM and the broader community mediation field; to Justin R. Corbett and Wendy E. H. Corbett, who oversaw the design, curation, and implementation of the NAFCM Clearinghouse; to the members of the NAFCM Board of Directors for their leadership; to those forward-thinking colleagues who served as early content contributors; and to the programs and leaders throughout the field who continue to extend the scope and impact of the NAFCM Clearinghouse.<br />
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<b><a href="http://www.jamsfoundation.org/" target="_blank"><span style="color: blue;">JAMS Foundation</span></a></b><a href="http://www.jamsfoundation.org/" target="_blank"><img border="0" src="https://lh4.googleusercontent.com/-VeKEpLA8ZTI/T1m9NDsaRiI/AAAAAAAACLY/wust4z7mPOA/s400/JAMS%2BFoundation%2BLogo%2B%2528Grey%2529.jpg" style="border: 0px; display: inline; float: right; margin: 5px 10px; padding: 0px;" /></a> The JAMS Foundation’s mission is to encourage the use of alternative dispute resolution (ADR), support education at all levels about collaborative processes for resolving differences, promote innovation in conflict resolution, and advance the settlement of conflict worldwide. A storied and generous supporter of community mediation, the JAMS Foundation is an aligned partner with NAFCM, regularly endowing NAFCM with resources to enhance the awareness, accessibility, and utilization of the community mediation field and its broad portfolio of conflict-assistive services.<br />
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<b><a href="http://go.nafcm.org/Justin" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a> & <a href="http://go.nafcm.org/Wendy" target="_blank"><span style="color: blue;">Wendy E. H. Corbett</span></a></b><img border="0" src="https://lh4.googleusercontent.com/-KVVTdi6WSoM/T1m-6l3UOqI/AAAAAAAACLk/RoniIpMpwxY/s400/Wendy%2BE.%2BH.%2BCorbett.jpg" style="display: inline; float: right; margin: 5px 10px;" /><a href="https://lh5.googleusercontent.com/-J54nOOfoAgs/T1m6VfH6prI/AAAAAAAACK4/UI0pw_1lJYA/s1600/Justin%2BR.%2BCorbett.jpg" imageanchor="1" style="float: right; margin-bottom: 5px; margin-left: 10px; margin-right: 10px;"><img border="0" src="https://lh5.googleusercontent.com/-J54nOOfoAgs/T1m6VfH6prI/AAAAAAAACK4/UI0pw_1lJYA/s400/Justin%2BR.%2BCorbett.jpg" style="cursor: move; display: inline; margin-top: 5px;" /></a><span style="color: black;"> Justin and Wendy served as the developers of the NAFCM Clearinghouse, tasked with transforming a grand idea into a revolutionary resource for the whole of community mediation. Together, they designed the conceptual framework which girds the Clearinghouse's logic and nests its extensive content in an accessible set of resource Collections. They undertook an extensive effort to capture and categorize vast and wildly diverse information relevant to the community mediation practice area from hundreds of sources. They reviewed and categorized each of the initial 6,000 files populating the NAFCM Clearinghouse. Justin and Wendy continue to serve as curators for the Clearinghouse's crowd-sourced content, as well as guides helping to connect NAFCM program members to this ever-growing resource.</span><br />
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In community,</div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-40821839684762218002013-01-02T17:18:00.000-07:002013-02-14T18:57:37.398-07:002012 Year in Review<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="http://3.bp.blogspot.com/-YLkMkaKTl5U/UOS70x3w9lI/AAAAAAAAI7w/g22INK3PO7w/s1600/2012%25283%2529.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://3.bp.blogspot.com/-YLkMkaKTl5U/UOS70x3w9lI/AAAAAAAAI7w/g22INK3PO7w/s1600/2012%25283%2529.png" /></a></div>
Happy New Year, Community Mediation!<br />
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2013 marks NAFCM's 19th year as the Voice of Community Mediation, and we're planning to take that voice into some pretty exciting new directions! Before we do, however, let's take a look back at some of our notable 2012 accomplishments... countdown style! <br />
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<b>10. New Member Benefits</b><br />
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As a member-supported organization, NAFCM is always seeking ways to support those who support us. Our growing <a href="http://www.nafcm.org/Resources/benefits" target="_blank"><span style="color: blue;">package of member benefits</span></a> is one way we're pleased to say "Thank You!" In 2012, we added several new options, including the ability to secure professional email addresses for all NAFCM members and the continued discount on Mediate.com's Case Manager for program members.</blockquote>
<b>9. Community Calendar</b><br />
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Community mediation happens. When and where it does, NAFCM has it scheduled! This past year we continued to expand our <a href="http://www.nafcm.org/Resources/Calendar" target="_blank"><span style="color: blue;">Community Mediation Calendar</span></a> by freely promoting over 600 local community trainings, gatherings, and celebrations. </blockquote>
<b>8. Conference Circuit</b><br />
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Each year brings a new slate of exceptional international and regional ADR conferences. This past year we had the pleasure of connecting with community colleagues at the ABA Section of Dispute Resolution, ACR, and SCMA annual conferences. We're planning even more gatherings for 2013! </blockquote>
<b>7. </b><b>Webinar Series</b><br />
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2012 was a smashing success for NAFCM's new <a href="http://www.nafcm.org/about/programs/webinar" target="_blank"><span style="color: blue;">Community Mediation Webinar Series</span></a>. We hosted over a dozen sessions on all manner of topics, most of which were FREE for current members! Moving into 2013, we'll continue to expand our offerings, including access to recordings from many of our archived events.</blockquote>
<b>6. </b><b>Publications Revisions</b><br />
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Early in 2012, NAFCM concluded the monumental task of completely revising many of our key publications. Thoroughly updated to reflect the field's evolving wisdom, NAFCM now offers the most up-to-date set of <a href="http://www.nafcm.org/store/resources/paypal" target="_blank"><span style="color: blue;">community mediation guides</span></a> available anywhere. Moving into 2013, many of these will be available digitally to current program members! </blockquote>
<b>5. </b><b>PeerMediators.org</b><br />
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Constructive youth-focused conflict resources are a must-have in today's schools. This past year, NAFCM collaborated with APADRC and Wendy E. H. Corbett to develop a new set of peer mediation resources that are now freely available to schools and community mediation programs everywhere. Available at <a href="http://peermediators.org/"><span style="color: blue;">PeerMediators.org</span></a>, these training manuals, implementation guide, and digital resources, have already been shared with colleagues literally across the globe!</blockquote>
<b>4. </b><b>New Board Members</b><br />
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NAFCM is driven by the creative energies and dedicated work of its exceptional <a href="http://www.nafcm.org/about/people/current" target="_blank"><span style="color: blue;">Board of Directors</span></a>. This past year, NAFCM grew its Board by 50%, adding five inspiring field leaders and plenty of new energy to our continued renaissance. Our Board now includes representatives from 12 states and D.C. </blockquote>
<b>3. </b><b>Outreach & Policy Committee</b><br />
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Capitalizing on the increased size and energy of the NAFCM Board, 2012 saw the establishment of our Board-level <a href="http://www.nafcm.org/about/programs/outreach-cmte" target="_blank"><span style="color: blue;">Outreach & Policy Committee</span></a>. This committee will tackle some pretty important issues, including a number of pressing community mediation advocacy and public awareness initiatives. New Committee members are always welcome!</blockquote>
<b>2. </b><b>State of Community Mediation</b><br />
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For the first time in nearly a decade, NAFCM has outlined the contours and complexity of our field in its <a href="http://www.nafcm.org/Resources/state" target="_blank"><span style="color: blue;">State of Community Mediation</span></a> report. This extensive review included the contributions of over 100 field leaders and includes dozens of never-before-reported statistics about who we are and what we help our clients and our communities achieve. The entire report is freely available online and has been the subject of numerous presentations throughout the preceding year.</blockquote>
<b>1. NAFCM </b><b>Clearinghouse</b><br />
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One of NAFCM's top focus areas for 2012 is about to make 2013 unbelievably exciting! The NAFCM Clearinghouse, a digital, crowd-sourced collection of 6,000+ resources for and about community mediation, is now ready for its grand debut! Stay tuned to NAFCM's discussion group for release details and <a href="http://www.nafcm.org/clearinghouse" target="_blank"><span style="color: blue;">take a sneak peek</span></a> at all that we've included.</blockquote>
Here's to an amazing year ahead!<br />
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In community,</div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-55925931542933959182012-09-26T13:13:00.001-07:002013-02-14T18:58:07.648-07:00New Community Mediation Webinar Lineup <div dir="ltr" style="text-align: left;" trbidi="on">
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NAFCM's pleased to announce a fresh set of webinars in our ongoing <a href="http://go.nafcm.org/Webinar"><span style="color: blue;">Community Mediation Webinar Series</span></a>.<br />
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Take a look at the exciting topics and expert presenters we'll be featuring:<br />
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<li><b>2012-10-11</b>: "<a href="http://goo.gl/OrTlU" target="_blank"><span style="color: blue;">Accommodating Mental Illness in Mediation</span></a>" by Dan Berstein</li>
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<li><b>2012-10-18</b>: "<a href="http://goo.gl/kWTV3" target="_blank"><span style="color: blue;">Enhancing Mediation Skills through Online Simulations</span></a>" by Giuseppe Leone</li>
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<li><b>2012-11-08</b>: "<a href="http://goo.gl/n3vKA" target="_blank"><span style="color: blue;">Understanding Mediation Program Influences Using TIMS</span></a>" by Dr. Rebecca Storrow</li>
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<li><b>2012-11-15</b>: "<a href="http://goo.gl/qJ856" target="_blank"><span style="color: blue;">Offering Elder Mediation Services to Your Community</span></a>" by Crystal Thorpe</li>
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<li><b>2012-12-12</b>: "<a href="http://goo.gl/49lAr" target="_blank"><span style="color: blue;">Advocacy Tools & Tips for Mediation Programs</span></a>" by Joe Brummer & Daniel Kos</li>
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<li><b>2013-01-10</b>: "<a href="http://goo.gl/efKhk" target="_blank"><span style="color: blue;">Grow Your Community Mediation 'Brand' through Fresh, Relevant Online Content</span></a>" by Ben Ziegler</li>
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<li><b>2013-01-17</b>: "<a href="http://goo.gl/KHaNr" target="_blank"><span style="color: blue;">Adopting & Implementing the New Peer Mediators Curriculum</span></a>" by Charles Chang & Wendy E.H. Corbett</li>
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<li><b>2013-01-31</b>: "<a href="https://student.gototraining.com/r/4682292602386278656" target="_blank"><span style="color: blue;">Nipped in the Bud, Not in the Butt: Introducing ADR to Animal Conflicts</span></a>" by Debra Vey Voda-Hamilton</li>
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Registration for many of these events is FREE for current NAFCM members and -- for most events -- only $25 for non-members. Secure the greatest savings by joining NAFCM or renewing your membership. For the next couple days, you can still <a href="http://go.nafcm.org/benefits"><span style="color: blue;">snag your annual membership</span></a> during our closing September special for only $38 (individuals) or as low as $75 for programs! <br />
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Have something you'd like to see included in our Webinar Series? You can now submit webinar proposals online via our <a href="http://www.nafcm.org/about/programs/webinar/rfp"><span style="color: blue;">ongoing RFP</span></a>!<br />
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In community,</div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-78190979061029705532012-09-13T08:44:00.001-07:002013-02-14T18:58:18.908-07:00NAFCM to be on the TX Conflict Coach Radio Show<div dir="ltr" style="text-align: left;" trbidi="on">
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Check-out who's (<i>finally</i>) scheduled for the <a href="http://www.texasconflictcoach.com/" target="_blank"><span style="color: blue;">Texas Conflict Coach</span></a>'s stellar radio show! </div>
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On October 16th, I'll be joining Pattie Porter's always impressive and fresh line-up of interesting speakers with a show titled: "<a href="http://www.texasconflictcoach.com/2012/the-state-and-growth-of-community-mediation/" target="_blank"><span style="color: blue;">The State and Growth of Community Mediation</span></a>." (<i>Definitely also</i> <i><a href="http://www.texasconflictcoach.com/2012/fuggetaboutit-and-move-forward-mediation-new-york-style/" target="_blank"><span style="color: blue;">give a listen</span></a> to <a href="http://www.linkedin.com/pub/brad-heckman/0/882/972" target="_blank"><span style="color: blue;">Brad Heckman</span></a>'s earlier show featuring his work at the mighty <a href="http://nypeace.org/" target="_blank"><span style="color: blue;">New York Peace Institute</span></a>.</i>) </div>
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I owe some big thanks to Pattie for her generous invitation, her active interest in community mediation, and her persistence in getting this scheduled! She's both <a href="https://twitter.com/txconflictcoach" target="_blank"><span style="color: blue;">delightful online</span></a> <i>and</i> <a href="https://picasaweb.google.com/lh/photo/O_pjserfNc1S2evIUOWtH9MTjNZETYmyPJy0liipFm0?feat=directlink" target="_blank"><span style="color: blue;">fabulously photogenic</span></a>!</div>
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Read the complete details below the break, including how you can call-in live to participate in some exciting community-focused Q&A. Looking forward to hearing from you <b><span style="color: #cc0000;">ON AIR</span></b>!</div>
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In community,</div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
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Listen LIVE on October 16at 7:00pm CST at <a href="http://www.blogtalkradio.com/texas-conflict-coach"><span style="color: blue;">Blog Talk Radio</span></a>. Call in to speak with <a href="http://go.nafcm.org/Justin" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a> at: (347) 324-3591.</div>
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Each year, community mediators help nearly a million people in conflicts all manner of vexing variation. From schoolyard bullying to co-worker conflicts, nuisance neighbors to deeply personal family fights, community mediation programs bring constructive conflict resolution services to the masses. They mediate, facilitate, coach, train, and much more. These programs and volunteers do all this with industry-leading credentials and dogged dedication, but, often, not much more. Tune in to hear Justin R. Corbett, Executive Director of the National Association for Community Mediation, speak about the <a href="http://go.nafcm.org/TheState"><span style="color: blue;">State of Community Mediation</span></a> within the U.S., the potential which motivates its momentum, the pitfalls which keep it from even greater progress, and the future of this influential field.</div>
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Justin is the Executive Director of NAFCM, the <a href="http://www.nafcm.org/"><span style="color: blue;">National Association for Community Mediation</span></a>. There, he advocates for and works to network volunteer mediators and the community programs which lend their expertise to the public for all manner of conflicts. He previously opened a community mediation program in Indianapolis, served as a mortgage foreclosure consultant with the Indiana Supreme Court, and taught negotiations and conflict resolution at Indiana University. He has graduate degrees from Pepperdine University’s Strauss Institute for Dispute Resolution, Indiana University, and the University of Cambridge. He lives in Mesa, Arizona with his wife Wendy, who is also deeply passionate about community mediation.</div>
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Unknownnoreply@blogger.com2tag:blogger.com,1999:blog-9152368420492761081.post-74353930029603557192012-09-12T13:08:00.003-07:002013-02-14T18:58:30.472-07:00ICCCR Study on Mediator Effectiveness<div dir="ltr" style="text-align: left;" trbidi="on">
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Attn: Community Mediators</div>
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The <a href="http://www.tc.columbia.edu/icccr/" target="_blank"><span style="color: blue;">International Center for Cooperation and Conflict Resolution</span></a> at Columbia University is seeking your help!</div>
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ICCCR is conducting a survey of mediators aimed at identifying the most basic aspects of mediation situations that determine differences in mediator strategies and tactics. In other words, what are the most important features of mediations that effect whether a mediator facilitates or evaluates, seeks to settle or aims to transform, comes on strong or backs-off?</div>
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They've reached out to <a href="http://www.nafcm.org/" target="_blank"><span style="color: blue;">NAFCM</span></a> to help spread the word about this important new study. They've also generously offered to share their findings with NAFCM and our broader community. As they do, we'll be sure to post some of the interesting findings here. (<i>Oh, and there's also a $10 Starbucks gift card in it for ya!</i>)</div>
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In the meantime, give a read to the <a href="https://docs.google.com/a/nafcm.org/file/d/1cLjC-mqK59OaV0ljBQojZzhVqRpntbaZIVduUPzK0voARjK9u_IQnvHd1icG/edit" target="_blank"><span style="color: blue;">official invitation letter</span></a> and instructions below the break. It comes directly from <a href="http://www.tc.columbia.edu/icccr/index.asp?Id=About+Us&Info=Directors%3A+Peter+T.+Coleman+and+Claudia+Cohen" style="color: blue;" target="_blank">Peter T. Coleman</a>, ICCCR Director and all around field legend!</div>
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In community,</div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a><br />
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Dear Fellow Mediator,</div>
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I am Dr. Peter Coleman, Director of the International Center for Cooperation and Conflict Resolution (ICCCR) at Teachers College, Columbia University in New York. We are currently launching a research project studying the conditions and processes of effective mediation and are writing to request your participation in our on-line survey.</div>
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Although the field of mediation has matured considerably over the last decade – as illustrated last July 11, 2011 when the UN General Assembly passed UN Resolution 65/283 on Strengthening the Role of Mediation in the Peaceful Settlement of Disputes, Conflict Prevention and Resolution – our work still faces several considerable challenges:</div>
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<li>Statistics suggest there are more mediation failures in some domains (international and state-level) than successes.</li>
<li>Today, many practical models of mediation are not derived from evidence-based research or sufficiently responsive to situational contingencies.</li>
<li>In addition, the findings from research that has been conducted on mediation present a fractured, piecemeal understanding of what constitutes “effective mediation” and how to achieve it.</li>
<li>Research is either micro (e.g., mediator style) and decontextualized from the broader system of conflict management, or macro (e.g., case comparisons) and disconnected from mediator decisions and behavior.</li>
<li>Knowledge developed within academia oftentimes does not reach practitioners and valuable field experiences and practices rarely inform academia – impeding mutual learning and development.</li>
<li>Many approaches to mediation are insufficiently responsive to local culture and indigenous, traditional approaches and tend to exclude women and youth.</li>
<li>Finally, international standards and metrics of best practices in mediation are lacking.</li>
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To address these concerns, the ICCCR has launched a comprehensive research project on effective mediation. The current study is aimed at identifying the most basic aspects of mediation situations that determine differences in mediator strategies and tactics. In other words, what are the most important features of mediations that effect whether a mediator facilitates or evaluates, seeks to settle or aims to transform, comes on strong or backs-off?</div>
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In order to participate in this study, please complete the <a href="http://www.unipark.de/uc/Fortrans/7566/" target="_blank"><span style="color: blue;">online questionnaire</span></a>.</div>
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This survey will take about 30 minutes of your time, and will contribute considerably to the scientific development of our field. In addition, we will be happy to share the results of the study and we will compensate you for your participation with a $10 Starbucks gift card.</div>
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Thank you so much for your time and consideration.</div>
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Peter T. Coleman<br />
Professor of Psychology and Education<br />
Director, ICCCR<br />
Teachers College, Columbia University</div>
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Unknownnoreply@blogger.com2tag:blogger.com,1999:blog-9152368420492761081.post-43164985479114106762012-09-12T07:04:00.001-07:002013-02-14T18:58:41.760-07:00Save the Date - OMA Annual Conference Nov. 2-3<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="http://1.bp.blogspot.com/-z57yQNZa-q8/UFCTi7uMIII/AAAAAAAAEmw/CpsGpzPVnA0/s1600/OMA+Conference+Logo.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://1.bp.blogspot.com/-z57yQNZa-q8/UFCTi7uMIII/AAAAAAAAEmw/CpsGpzPVnA0/s1600/OMA+Conference+Logo.jpg" /></a></div>
Check out this exciting announcement from the Oregon Mediation Association's very own <a href="http://www.linkedin.com/pub/judy-brodkey/5/29/b9b" target="_blank"><span style="color: blue;">Judy Brodkey</span></a>. (<i>Hey Judy, look like you'll have to update OMA's slogan to celebrate "<b>26</b> Years of Moving Mediation Forward!"</i>)<br />
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In community,</div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a><br />
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<b>26th Annual Oregon Mediation Association Fall Conference</b></div>
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<b>November 2 - 3, 2012</b></div>
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<b>Ambridge Event Center – Portland, OR</b></div>
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The Alchemy of Conflict Resolution:</div>
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Transforming Leadership in Challenging Times</div>
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Join us for an inspiring conference including a powerful keynote address by Michelle LeBaron, JD, MA, who is an internationally renowned scholar and practitioner. She currently serves as a Professor of Law and Director of the Dispute Resolution Program at the University of British Columbia (UBC), Canada. Learn valuable tools and techniques from other disciplines, participate in engaging sessions, and learn to use mediation and related skills in a variety of settings.</div>
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The conference is appropriate for mediators, lawyers, community activists, non-profit staff, social workers, students and anyone interested in mediation and other forms of conflict resolution.</div>
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Visit the <a href="http://www.omediate.org/" target="_blank"><span style="color: blue;">conference website</span></a> to learn more!</div>
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<a href="http://www.omediate.org/confreg.cfm" target="_blank"><span style="color: blue;">Register online</span></a> or download a brochure on the <a href="http://www.omediate.org/" target="_blank"><span style="color: blue;">conference website</span></a>. One and two day registration options are available.</div>
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Continuing Education Credits: NASW social work CEUs and Oregon State Bar MCLE credits are pending.</div>
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Interested in Volunteering? Visit the conference website for complete details and submit your application by October 11, 2012. Volunteer slots are generally filled in order of applications received.</div>
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For more information, <a href="mailto:oma@omediate.org" target="_blank"><span style="color: blue;">email the Oregon Mediation Association</span></a> or call <a href="tel:%28503%29%20872-9775">(503) 872-9775</a>.</div>
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Join us for this exciting and inspiring conference!</div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-43373847821831251152012-09-11T02:35:00.001-07:002013-02-14T18:58:56.668-07:00Community Activities in NOLA: A Preview<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="http://1.bp.blogspot.com/-beySCGadcZs/UE8FLYYx1WI/AAAAAAAAElo/_Byw9CYdg0U/s1600/ACR+2012+Logo.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://1.bp.blogspot.com/-beySCGadcZs/UE8FLYYx1WI/AAAAAAAAElo/_Byw9CYdg0U/s1600/ACR+2012+Logo.jpg" /></a></div>
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The Community Mediation scene will be hoppin' all week long, and you're invited!</div>
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Regardless whether you're able to join us in New Orleans at <a href="http://www.acrnet.org/annual2012/#.UE7_MqTyamU" target="_blank"><span style="color: blue;">ACR's Annual Conference</span></a> this week, there are plenty of ways for you to connect. </div>
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Check out what we're planning:</div>
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On-Site:</div>
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<li>Attend the many <a href="http://goo.gl/0QOo4"><span style="color: blue;">Recommended Community Sessions</span></a> scheduled throughout the conference.</li>
<li>Attend NAFCM's membership meeting on <a href="http://goo.gl/gZeeC"><span style="color: blue;">Thursday (9/13) from 1:00 - 2:00 pm in the Oakley Room (4th Floor)</span></a>.</li>
<li>Attend the membership meeting for the <a href="http://www.mediate.com/acrcommunity"><span style="color: blue;">ACR Community Section</span></a> on <a href="http://goo.gl/flvy2"><span style="color: blue;">Friday (9/14) from 12:30 - 1:30 pm in the Oakley Room (4th Floor</span>)</a> [LUNCH PROVIDED].</li>
<li>Visit NAFCM's booth (#25) in the Exhibit Hall and strike up a conversation with <a href="http://www.nafcm.org/about/people/current"><span style="color: blue;">myself and several NAFCM Board members</span></a>.</li>
<li>Contribute to the daily community-focused conference recaps right here on this blog!</li>
<li>Complete NAFCM's crossword puzzle in the on-site program. (Drop-off your completed crossword at NAFCM's booth to enter our FREE membership drawing!)</li>
<li>Join NAFCM during our 25% off September Special! (Membership/renewal forms will be available in the exhibit hall at NAFCM's booth.)</li>
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Online:</div>
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<li>Request a personal update and resources from up to two of the <a href="http://goo.gl/0QOo4"><span style="color: blue;">Recommended Community Sessions</span></a>, and I will personally send you the info following the conference!</li>
<li>Read and comment on the daily community-focused conference recaps right here on this blog!</li>
<li>Plug-in to live conference updates via NAFCM's social media channels, including: <a href="http://go.nafcm.org/Facebook"><span style="color: blue;">Facebook</span></a>, <a href="http://go.nafcm.org/Twitter"><span style="color: blue;">Twitter</span></a>, & <a href="http://go.nafcm.org/Google+"><span style="color: blue;">Google+</span></a>.</li>
<li>Try your hand at <a href="http://go.nafcm.org/Crossword"><span style="color: blue;">NAFCM's crossword puzzle</span></a> featured in the on-site program. (<a href="mailto:corbett@nafcm.org"><span style="color: blue;">Email a picture</span></a> of your completed crossword to enter our FREE membership drawing!)</li>
<li>Stay tuned for updates from NAFCM's on-site membership meeting, and watch for our companion online meeting to be announced shortly!</li>
<li>MAKE IT OFFICIAL: Join or Renew your NAFCM Membership during our <a href="http://go.nafcm.org/Join"><span style="color: blue;">25% off September Special</span></a>!</li>
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I'm looking forward to meeting and reconnecting with many of you this week! I hope you're also excited about the week ahead!</div>
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In community,</div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-37558169847103232432012-07-24T11:24:00.000-07:002013-02-14T18:59:07.979-07:00RFP: Community Mediation Webinar Series<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="http://2.bp.blogspot.com/-gXx8GgsqwR0/TzCkNIiogBI/AAAAAAAAB9A/scbHxIs0Ofc/s1600/Webinar+Logo.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://2.bp.blogspot.com/-gXx8GgsqwR0/TzCkNIiogBI/AAAAAAAAB9A/scbHxIs0Ofc/s1600/Webinar+Logo.jpg" /></a></div>
NAFCM is pleased to request a second round of proposals for its <a href="http://go.nafcm.org/Webinar" target="_blank"><span style="color: blue;">Community Mediation Webinar Series</span></a>. We're seeking interesting programs, personalities, resources, and research to highlight amongst community mediation administrators and volunteers.<br />
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Initiated earlier this year, the Webinar Series has already offered nine educa<span style="font-family: inherit;">tional events for program administrators throughout the U.S. and Canada. Now, we're seeking even more ideas to populate and continue building the Series.</span><br />
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<li style="margin-left: 15px;"><span style="font-family: inherit;">Do you have a new or interesting program you'd like to highlight?</span></li>
<li style="margin-left: 15px;"><span style="background-color: white; font-family: inherit;">Do you have a personal or staff expertise you'd like to share with colleagues?</span></li>
<li style="margin-left: 15px;"><span style="background-color: white; font-family: inherit;">Do you know of a resource colleagues should also know about?</span></li>
<li style="margin-left: 15px;"><span style="background-color: white; font-family: inherit;">Are you a researcher with recent or upcoming work you'd like featured?</span></li>
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<span style="font-family: inherit;">Whether one of the above applies to you, or you simply have a great webinar topic in mind, we want to hear from you!</span><br />
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<span style="font-family: inherit;"><b style="background-color: white; text-align: -webkit-auto;"><a href="http://go.nafcm.org/WebinarRFP" target="_blank"><span style="color: blue;">Read the complete RFP</span></a></b><span style="background-color: white; color: #222222; text-align: -webkit-auto;"> </span><span style="background-color: white; color: #222222; text-align: -webkit-auto;">and</span><span style="background-color: white; color: #222222; text-align: -webkit-auto;"> </span><b style="background-color: white; text-align: -webkit-auto;"><a href="http://go.nafcm.org/WebinarProposal" target="_blank"><span style="color: blue;">submit your topic ideas online</span></a></b><span style="background-color: white; color: #222222; text-align: -webkit-auto;">. Both solo and collaborative presentations are invited! Act fast, the proposal deadline for this current round is August 15<span style="font-size: x-small;">th</span>. </span></span><br />
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In community,</div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-79485419724657520902012-04-25T15:22:00.000-07:002013-02-14T19:00:18.999-07:00ABA Dispute Resolution Conference Recap - Day 2<div dir="ltr" style="text-align: left;" trbidi="on">
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Following Thursday's many activities, Friday's agenda followed-up with its own packed and powerful set of sessions. Below is a short recap of the various sessions I was able to attend.<br />
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<b><i>Violence Interrupter Extraordinaire</i></b></div>
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Kicking off the morning was a buttoned-down bowtie paradigm-shattering plenary presentation by <a href="https://twitter.com/#!/cobewilliams" target="_blank"><span style="color: blue;">Cobe Williams</span></a>. Unlike the many business-card-collecting, for-hire ADR practitioners who sat with rapt attention, Cobe employs conflict engagement on the often unforgiving Chicago streets as a Violence Interrupter with the innovative <a href="http://ceasefirechicago.org/" target="_blank"><span style="color: blue;">CeaseFire</span></a> organization.</div>
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Featured in a new and roundly acclaimed documentary "<a href="http://interrupters.kartemquin.com/" target="_blank"><span style="color: blue;">The Interrupters</span></a>," Cobe shared a number of clips from the video detailing his involvement interrupting an imminently violent situation. Throughout the clips and his supplementary commentary, Cobe spoke in a familiar language about his decidedly foreign context. "Preparation," "party self-determination," "trust," "neutrality," "honest listening," "flexibility." These words perfectly reflect the activities and values held by high-rise mediators. They also resonate perfectly with the high-stakes, gang-involved, gun-wielding conflicts in which Cobe skillfully intervenes, often with lifesaving consequence.</div>
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For folks interested in learning more about Cobe's work and that of other violence interrupters, I strongly encourage you to <a href="http://interrupters.kartemquin.com/screenings" target="_blank"><span style="color: blue;">attend a local screening</span></a> or <a href="http://kartemquin.com/products/ktq0141/the-interrupters-dvd" target="_blank"><span style="color: blue;">buy the DVD</span></a> of "The Interrupters." They have also created a <a href="http://interruptviolence.com/" target="_blank"><span style="color: blue;">supplementary website full of resources</span></a>, including a <a href="http://interruptviolence.com/TheInterrupters_V11.pdf" target="_blank"><span style="color: blue;">community engagement guide</span></a> <span style="font-size: x-small;">(PDF)</span>.</div>
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<b><i>Model Forms</i></b></div>
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From the tough streets to staid courtrooms, I moved next into a session titled: "Some Assembly Required (But Not Much): Model Materials and Their Ideas for Program Design and Evaluation." Hosted by Timothy Hedeen, and featured a panel composed of Philip Moses, <a href="http://www.directionservice.org/cadre/"><span style="color: blue;">CADRE</span></a>; Jennifer Shack, <a href="http://courtadr.org/"><span style="color: blue;">RSI</span></a> and presenter of NAFCM's two-part webinar <i><a href="http://go.nafcm.org/Webinar" target="_blank"><span style="color: blue;">Making the Most of Your Data</span></a></i>; and Donna Shestowsky, UCDavis School of Law. The session recounted a number of ongoing projects to produce model forms for use with court-related and specialty mediation contexts. (This session was of particular interest because of NAFCM's own plans to develop model forms for community mediation programs! Stay tuned...)</div>
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In addition to a recap of how these projects were developed, Donna also provided a review of some new research she's undertaken that evaluates the attractiveness of different dispute resolution procedures for those in conflict. Her research, which is still being processed, gathered extensive pre- and post-survey responses from over 400 actual disputants from throughout the country who were involved in active court filings. Some of the more interesting findings she was able to report, included:</div>
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<li>The difference in attractiveness between mediation, attorneys' negotiating with clients present, and a judge trial were all statistically insignificant.</li>
<li>Possible predictors of procedure attractiveness that were evaluated, included: case type, role in case, party type (individual, organization, etc.), opposing party type, defendant or plaintiff, gender, ethnicity, age group, insurance involvement, future relationship, estimated probability of winning, and court location. Interestingly, <b>NONE of these variables predicted how attracted litigants were to using mediation!</b> (If this finding holds throughout her final assessment, it would serve as a strong suggestion to mediation advocates that alternative selling points should be highlighted when attempting to attract parties to the mediation table.)</li>
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<b><i>Mediation in the Arab Spring</i></b></div>
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Part of the inspiring nature of <a href="http://www.mediatorsbeyondborders.org/" target="_blank"><span style="color: blue;">Mediators Beyond Borders</span></a> is its ability to connect colleagues and ideas across traditional boundaries. This inspiration was on display in full force during a session titled: "Can Mediation Take Root in the <a href="http://en.wikipedia.org/wiki/Arab_Spring" target="_blank"><span style="color: blue;">Arab Spring</span></a>?." Facilitated by <a href="http://www.mediatorsbeyondborders.org/who/lcole.shtml" target="_blank"><span style="color: blue;">Lynn Cole</span></a>, MBB's new Board President, the session included powerful presentations from women throughout the Middle East, including Jordan, Lebanon, and Turkey. They each spoke about how mediation and ADR services generally could help enhance their local citizenry's access to justice, and how it could open important dialogues. "As greater acceptance of free expression fills the Middle East," one speaker proffered, "the need for the facilitative tools of dialogue increases."</div>
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<b><i>MBB & Israel's "Mixed Cities"</i></b></div>
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Rounding out the conference on an international theme, my final session was another MBB event titled: "Cross Cultural Narrative Transformation in Israel's 'Mixed Cities'." This session featured a short intro to narrative mediation, and a more thorough review of one of MBB's projects to support community mediation programs in Israel.</div>
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Community mediation has a strong foundation in Israel with 24 local programs, a financial supporter in the Gishurim, and central training and technical assistance coordination offered through <a href="http://www.linkedin.com/pub/nurit-bachrach/2a/596/953" target="_blank"><span style="color: blue;">Nurit Bachrach</span></a>'s <a href="http://www.mosaica-gishur.org.il/179018/%D7%A2%D7%9C-%D7%9E%D7%95%D7%96%D7%90%D7%99%D7%A7%D7%94-%D7%91%D7%90%D7%A0%D7%92%D7%9C%D7%99%D7%AA" target="_blank"><span style="color: blue;">Mosaica Center for Conflict Resolution</span></a>. MBB's original project involved developing a training curriculum for Jewish-Arab co-mediators to mediate Jewish-Arab disputes. As MBB continues their connection with our Israeli counterparts, additional support is being explored, including possible adoption of <a href="http://www.mediate.com/casemanager" target="_blank"><span style="color: blue;">Mediate.com's Case Manager</span></a> via <a href="http://www.nafcm.org/about/programs/case-manager" target="_blank"><span style="color: blue;">NAFCM's member pricing</span></a>, and a more formal exchange of experiences between Israeli and U.S. community mediation programs. Both of these possibilities are terribly exciting, and I look forward to seeing how they develop!</div>
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While there wasn't enough time to thoroughly unpack the concepts of narrative mediation, a few key points were shared that caught my attention, including:</div>
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<li>Narrative mediation helps us reduce the clarity of rigid, dualistic, and localized conceptualizations of the world, and then helps rebuild a more dynamic, complex, and global understanding.</li>
<li>Narrative mediation helps complexify one's narrative. That complexification broadens perspective and helps one gain agency over the conflict rather than the other way around.</li>
<li>A new <a href="http://scar.gmu.edu/cncr" target="_blank"><span style="color: blue;">Center for the Study of Narrative and Conflict Resolution</span></a> has been established at George Mason's <a href="http://scar.gmu.edu/" target="_blank"><span style="color: blue;">S-CAR</span></a>.</li>
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Finally, this session also included an elegant vision for Mediators Beyond Borders, which I captured as: "In response to conflict, rather than sending military might around the world, MBB seeds and supports mediators' minds." This is a wonderful description of the great work MBB performs under the strong leadership of our good friend and colleague <a href="http://www.linkedin.com/pub/charlie-pillsbury/0/80b/571" target="_blank"><span style="color: blue;">Charlie Pillsbury</span></a>. In as much as their vision dovetails with <a href="http://www.nafcm.org/about/purpose" target="_blank"><span style="color: blue;">NAFCM's own mission</span></a> to support peacemakers, I personally look forward to discovering opportunities where our collective efforts may enhance our respective aims.</div>
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<b><i>Community Spottings</i></b></div>
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Regularly billed as the world's largest ADR conference, this year's gathering included a number of our community mediation friends and aligned colleagues. Some of the hallway spottings included: <a href="http://www.linkedin.com/in/alysoncarrel" target="_blank"><span style="color: blue;">Alyson Carrel</span></a>, <a href="http://www.ccrchicago.org/" target="_blank"><span style="color: blue;">Center for Conflict Resolution</span></a> (Chicago); <a href="http://www.linkedin.com/pub/cheryl-cutrona/2/a00/921" target="_blank"><span style="color: blue;">Cheryl Cutrona</span></a>, <a href="http://www.phillymediators.org/" target="_blank"><span style="color: blue;">Good Shepherd Mediation Program</span></a> (Philadelphia); <a href="http://www.mediate.com/people/personprofile.cfm?auid=1111" target="_blank"><span style="color: blue;">Lou Gieszl</span></a> and <a href="http://www.linkedin.com/pub/rachel-wohl/11/218/623" target="_blank"><span style="color: blue;">Rachel Wohl</span></a>, <a href="http://www.courts.state.md.us/macro/" target="_blank"><span style="color: blue;">MACRO</span></a>; <a href="http://www.mediate.com/people/personprofile.cfm?auid=1155" target="_blank"><span style="color: blue;">Alan E. Gross</span></a>, <a href="http://nypeace.org/" target="_blank"><span style="color: blue;">New York Peace Institute</span></a> (NYC); <a href="http://ksuweb.kennesaw.edu/~tkhedeen/" target="_blank"><span style="color: blue;">Timothy Hedeen</span></a>, <a href="http://www.nafcm.org/about/people/elders" target="_blank"><span style="color: blue;">NAFCM Elder</span></a>; <a href="http://www.linkedin.com/in/sandyheierbacher" target="_blank"><span style="color: blue;">Sandy Heierbacher</span></a>, <a href="http://www.ncdd.org/" target="_blank"><span style="color: blue;">NCDD</span></a>; <a href="http://www.linkedin.com/pub/megan-johnston/1b/ba9/252" target="_blank"><span style="color: blue;">Megan Johnston</span></a>, <a href="http://nvms.us/" style="color: blue;" target="_blank">Northern Virginia Mediation Service</a> (Fairfax); <a href="http://www.linkedin.com/pub/mark-kleiman/15/715/288" target="_blank"><span style="color: blue;">Mark Kleiman</span></a>, <a href="http://mediatenyc.org/" target="_blank"><span style="color: blue;">Community Mediation Services</span></a> (Queens, NY) and <a href="http://www.nafcm.org/about/people/elders" target="_blank"><span style="color: blue;">NAFCM Elder</span></a>; <a href="http://www.mediate.com/people/personprofile.cfm?auid=5" target="_blank"><span style="color: blue;">Jim Melamed</span></a> and <a href="http://www.mediate.com/people/personprofile.cfm?auid=1125" target="_blank"><span style="color: blue;">Clare Fowler</span></a>, <a href="http://mediate.com/"><span style="color: blue;">Mediate.com</span></a>; <a href="http://www.linkedin.com/pub/jody-miller/6/595/54">Jody B. Miller</a>, <a href="http://www.dutchessmediation.org/"><span style="color: blue;">Mediation Center of Dutchess County</span></a> (Poughkeepsie, NY); <a href="http://www.linkedin.com/pub/charlie-pillsbury/0/80b/571" target="_blank"><span style="color: blue;">Charlie Pillsbury</span></a>, <a href="http://www.mediatorsbeyondborders.org/" target="_blank"><span style="color: blue;">MBB</span></a>; <a href="http://ceasefirechicago.org/tag/cobe-williams" target="_blank"><span style="color: blue;">Cobe Williams</span></a>, Violence Interrupter with <a href="http://ceasefirechicago.org/" target="_blank"><span style="color: blue;">Cease Fire</span></a> (Chicago); and <a href="http://www.linkedin.com/in/susanyatesmediator" target="_blank"><span style="color: blue;">Susan Yates</span></a>, <a href="http://www.linkedin.com/pub/jennifer-shack/b/747/579" target="_blank"><span style="color: blue;">Jennifer Shack</span></a>, and <a href="http://www.linkedin.com/pub/heather-scheiwe-kulp/5/b3b/2b" target="_blank"><span style="color: blue;">Heather Scheiwe Kulp</span></a>, <a href="http://www.aboutrsi.org/" target="_blank"><span style="color: blue;">RSI</span></a>. There were likely many other friendly passings and wonderful smiles that've I've missed here, and for that, my sincere apologies. (Feel free to jog my feeble mind in the comments below!)</div>
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If you weren't able to join us in D.C. this year, I hope you'll be able to be part of the <a href="http://goo.gl/4sI6a" target="_blank"><span style="color: blue;">Section's 15th Annual Spring Conference</span></a> in Chicago on April 3-6, 2013! I'll be there taking notes, representing our community network, and (hopefully) catching up with you in the hallways!</div>
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In community,</div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-29260129104825900302012-04-23T15:06:00.000-07:002013-02-14T18:59:43.655-07:00ABA Dispute Resolution Conference Recap - Day 1<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="http://1.bp.blogspot.com/-ueKbj4dNdJs/T5XGs8rQ_PI/AAAAAAAACeI/Vr5-oOAdw9M/s1600/US+Capitol.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://1.bp.blogspot.com/-ueKbj4dNdJs/T5XGs8rQ_PI/AAAAAAAACeI/Vr5-oOAdw9M/s1600/US+Capitol.jpg" /></a>Over 900 mediators and conflict professionals descended upon our nation's Capitol last week, attending the <a href="http://www.americanbar.org/groups/dispute_resolution.html"><span style="color: blue;">ABA Section of Dispute Resolution</span></a>'s <a href="http://www2.americanbar.org/calendar/14th-annual-section-of-dispute-resolution-spring-conference/Pages/default.aspx" style="color: blue;"><span style="color: blue;">Annual Conference</span></a>. From bowtie and powersuit arbitrators to casual wear violence interrupters, the conference is regularly billed as the largest annual gathering of dispute resolution professionals in the world. With over <a href="http://www2.americanbar.org/calendar/14th-annual-section-of-dispute-resolution-spring-conference/Pages/ConcurrentCLEPrograms.aspx"><span style="color: blue;">100 concurrent sessions</span></a>, packed plenaries, a booth burgeoning exhibitors' hall, and attendees from around the world, this year's conference had something for everyone. I'm particularly pleased to have represented <a href="http://www.nafcm.org/"><span style="color: blue;">NAFCM</span></a> and share with my <a href="http://go.nafcm.org/Map"><span style="color: blue;">community mediation colleagues</span></a> all the latest updates from this year's conference. </div>
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Below is an update from Thursday, my first day on scene following a restful redeye. It'll be joined by an update from Friday's speakers, sessions, and interactions, as well as a <a href="http://go.nafcm.org/Twitter" target="_blank"><span style="color: blue;">stream of quick hit tweets</span></a> from throughout the conference.</div>
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<i><b>Negotiating with Terrorists & Mothers-in-Law</b></i></div>
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Thursday morning kicked off with a plenary speech by <a href="http://www.linkedin.com/pub/moty-cristal/2/82/646"><span style="color: blue;">Moty Cristal</span></a>, an experienced Israeli crisis negotiator with <a href="http://www.indisputably.org/?p=3554"><span style="color: blue;">a penchant for stand-up</span></a>. Moty recounted his numerous dealings with labeled terrorists groups and loose-knit groups of bad actors, specifically detailing his experiences negotiating with these counterparts in low-to-no trust environments. One of his takeaways from these hostage-involved and otherwise harrowing negotiations is an appreciation for the difference between <i>Respect</i> and <i>Trust</i>. Trust, Moty posits, places the burden of responsibility upon your counterpart; it beholds the other to act in a way conforming to your expectations. Their failure to conform to expectations damages your trust in them. Respect, on the other hand, retains an internal locus of responsibility. It is an active extension toward the other without (at least initially) the expectation of reciprocal or conforming behavior for those upon which it is bestowed. Under such a framework, you can respect a counterpart during a negotiation without necessarily trusting she will desist from conflict-related behaviors. </div>
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This distinction is important for Moty, and other conflict professionals, because it opens the possibility to extend basic, humanizing, and collaboration inspiring (if not inducing) respect toward momentary or even mortal enemies without the further more cognitively challenging act of also trusting that your counterparts will subsequently act in a particular fashion. Of course, presuming a negotiated settlement is respectfully reached, one would hope to trust their counter would comply with the terms. And indeed, one could logically presume the possibility of such compliance is enhanced following a respectful resolution. Under Moty's model, however, the two need not necessarily be linked to at least initiate the engagement. </div>
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<i><b>Civil Discourse & Public Conflict</b></i></div>
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Following Moty's discussion on respect and trust, I made a beeline to the front row of a panel discussion on Civil Discourse and Public Conflict. Facilitated by one of my personal pantheons of conflict theory, <a href="http://law.missouri.edu/faculty/directory/reubenr.html" target="_blank"><span style="color: blue;">Richard Reuben</span></a>, the front table was full of civil discourse luminaries, such as <a href="http://www.mediate.com/people/personprofile.cfm?auid=870" target="_blank"><span style="color: blue;">Susan Carpenter</span></a>, Anne Gosline, <a href="http://www.linkedin.com/in/sandyheierbacher" target="_blank"><span style="color: blue;">Sandy Heierbacher</span></a>, <a href="http://www.deliberative-democracy.net/index.php?option=com_content&view=article&id=81&Itemid=275" target="_blank"><span style="color: blue;">Matt Leighninger</span></a>, and <a href="http://podziba.com/people.html" target="_blank"><span style="color: blue;">Susan Podziba</span></a>.</div>
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Speaking to a packed room, these leaders in civil discourse, deliberative democracy, dialogue & deliberation, participatory government, and other descriptors of constructive, large-scale public engagement engaged their own colleagues in detailed Q&A. They also shared their 30 second must-know recaps of this category of early-stage conflict engagement processes. Some of these recaps included the following:</div>
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<li>"There is a vast set of well-established tools -- 30 years in the making -- which can be used to address the many public conflicts facing us today. It is beholden upon us to raise awareness of, disseminate, and utilize these tools.</li>
<li>"'<i>Civic Fusion</i>' is the goal for all these processes. It's a way for folks to connect despite -- or even because of -- their differences, to humanize, and deepen understanding."</li>
<li>"These processes are a constructive way for folks to discuss fundamental social differences."</li>
<li>"Careful assessment should occur to fit the appropriate process to the problem it seeks to address."</li>
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Participants were (and readers are) encouraged to learn more about the various discourse processes and resources. Great starting points are the <a href="http://www.deliberative-democracy.net/" target="_blank"><span style="color: blue;">Deliberative Democracy Consortium</span></a> and the <a href="http://ncdd.org/" target="_blank"><span style="color: blue;">National Coalition of Dialogue and Deliberation</span></a> (NCDD).</div>
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<i><b>The Future of Mediation Research</b></i></div>
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Community mediation programs are always on the lookout for new research to help contextualize and validate their impact. The final morning session -- part two of a mediation research mini-conference -- envisioned what the future of that research will look like not only for community folks, but practitioners and academics in all contexts. The panel of academics tackled a broad range of audience-driven issues, including the need for greater practitioner access to the newest research, connecting researchers with interested subjects/sites, and speculating on the up-and-coming in vogue research focus areas.</div>
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Some of my session notes were as follows:</div>
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<li>Theory to practice jam sessions. Could be a regular, scheduled hangouts with a dedicated online discussion group. This could be opened to a very wide group of interested academics and practitioners.</li>
<li>Cultural Competence: Is it exclusively a passive competency, or does it require of a culturally competent mediator an active, responsive adaptation of process and/or skills?</li>
<li>Where's the future of mediation research headed? (1) Long-term impacts, (2) Unpacking the black box of the mediation session, (3) Moving beyond anecdotal, and (4) Affect of party preparation on outcome and perceptions of the experience.</li>
<li>Resonant research will help move the field from an art to a science.</li>
<li>How does mediation compare to extant, popularly ascribed settlement processes rather than the more traditional mediation <i>v</i> litigation comparison?</li>
</ul>
</div>
<i></i><br />
<div style="text-align: center;">
<i><i><b>Regulating Mediators</b></i></i></div>
<i>
</i>
<br />
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Capping the day was an afternoon-long town hall meeting which tacked the ever-timely and polarizing (yes, even for mediators) topic of regulation. Facilitated by <a href="http://americaspeaks.org/" target="_blank"><span style="color: blue;">AmericaSpeaks</span></a> and including 100 participating mediators and arbitrators, this ambitious event was organized using a dozen or so practice-oriented tables, each with their own impartial table-side facilitators; nifty electronic keypads; a designated thematic review group; and near instant display of aggregated input. The near three-hour session was an engaging, insightful, and data-rich -- if not decisive -- experience. Not to let the conversation fade, the ABA Section of Dispute Resolution's task force on regulation will use the info gathered during the session as they continue their discussions about whether and how to move forward on this issue.</div>
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<br /></div>
<div style="text-align: justify;">
Not wanting to wait for any task force proposal, I hurriedly took copious notes on the detailed feedback received from the meeting's many questions. Here are a few of the more interesting aggregated responses revealed during the meeting:</div>
<blockquote class="tr_bq">
Notable participant demographics:<br />
<ul>
<li>100 Participants (89 mediators, 11 arbitrators)</li>
<li>Only 9% younger than 35</li>
<li>65% were attorneys</li>
<li>36% actively volunteer</li>
<li>61% began their ADR involvement through legal work, while 17% were first-career ADR practitioners</li>
</ul>
</blockquote>
<blockquote class="tr_bq">
Regulation is important to: (<i>"Me" refers to town hall participants</i>)<br />
<blockquote class="tr_bq">
<u>Me</u> <u>Clients</u> <u>ADR Profession</u></blockquote>
</blockquote>
<blockquote class="tr_bq">
<blockquote class="tr_bq">
Strongly Agree 15% 26% 24%<br />
Agree 18% 29% 31%<br />
Neutral 24% 16% 14%<br />
Disagree 18% 13% 13%<br />
Strongly Disagree 26% 16% 19%</blockquote>
</blockquote>
<blockquote class="tr_bq">
Mediators <b>should</b> be regulated:<br />
<blockquote class="tr_bq">
21% - Strongly agree<br />
24% - Agree<br />
17% - Neither agree nor disagree<br />
14% - Disagree<br />
24% - Strongly disagree</blockquote>
</blockquote>
<blockquote class="tr_bq">
If a national regulatory system were developed, would you seek to become certified?<br />
<blockquote class="tr_bq">
52% - Definitely<br />
27% - Maybe<br />
16% - No<br />
5% - Don’t Know</blockquote>
</blockquote>
<blockquote class="tr_bq">
Mediator Competency Themes (<i>choose top two</i>):<br />
<blockquote class="tr_bq">
53% - Listen openly, reflectively, and without judgement<br />
25% - Intellectual acuity/flexibility<br />
24% - Competence in the process<br />
22% - Neutrality<br />
19% - Facilitate communications<br />
12% - Engendering trust<br />
12% - Professional Experience<br />
11% - Comfort with tension/conflict<br />
8% - Sense of ethics<br />
6% - Patience</blockquote>
</blockquote>
<blockquote class="tr_bq">
Regulation would help which of the following (<i>choose top three; mediators' responses</i>):</blockquote>
<blockquote class="tr_bq">
<blockquote class="tr_bq">
18% - Ensure adherence to professional standards<br />
17% - Enhance the quality of practice<br />
<b>16%- Restrict entry to the profession</b><br />
16% - Enhance the public image of the profession<br />
16% - Protect consumers from unethical practice<br />
9% - Clients could make better decision about services<br />
5% - Increase compensation for practitioners<br />
4% - Increase practitioners' competitive edge<br />
1% - Increase entry to the profession</blockquote>
</blockquote>
<blockquote class="tr_bq">
What are the two best ways to measure the competency of mediators?<br />
<blockquote class="tr_bq">
21% - Mentoring or supervision<br />
18% - Program evaluation criteria/Experience<br />
14% - Performance tests or live or taped demonstrations<br />
14% - Training requirements<br />
13% - User evaluations<br />
8% - Continuing education or training<br />
5% - References<br />
4% - Degrees/education<br />
1% - Complaint procedures<br />
<i> 3% - None of the above— Mediators should not be regulated</i></blockquote>
</blockquote>
<blockquote class="tr_bq">
A single national regulation system, if developed, should apply to which of the following? (<i>Select all that apply</i>)<br />
<blockquote class="tr_bq">
31% - Entry level<br />
21% - Every 5 years for active professionals<br />
21% - Part-time practitioners<br />
18% - Seasoned practitioners<br />
9% - Other</blockquote>
</blockquote>
<div style="text-align: justify;">
There was a lot of interesting feedback from the town hall that deserves further discussion. For example:</div>
<div style="text-align: justify;">
<ul>
<li>While 38% of mediators disagreed they should be regulated, only 16% replied they definitely would not apply to such a system if implemented. Does this suggest to possible regulators that a "build it and they will apply" approach will work, regardless dissonance during the design phase?</li>
<li>The third most desired role for regulation is to "restrict entry to the profession." How does this jive with community mediation's fundamental drive to train leagues of neighbors, family, and friends to become both formal and informal nearby mediators?</li>
<li>Just over half of the participants identified listening skills as a top competency for mediators. Beyond that skill set, however, there was little agreement as to what else is important for mediators. Why is there such disagreement about key competencies?</li>
<li>Why is it that fewer than a fifth of participants believed "seasoned practitioners" should be regulated? What implications would arise if a two-tier system of regulation were to be developed for mediators of varying levels of experience?</li>
</ul>
</div>
<div style="text-align: justify;">
After jotting the above notes, I learned a summary <a href="https://docs.google.com/open?id=1zybJp3D6z8OyGMgRFn5fn9Z_EVntgqR891_XSfBmpeH8qvCdlH4OAKf8RJwE0Ly8madDqANX_d7brpLe"><span style="color: blue;">Preliminary Report</span></a> of the session would be shared with participants. If you're interested in this topic, do be sure to give it a thorough read. This is the same info potential regulating bodies, including (possibly) the ABA's SDR, will review when designing any future regulatory scheme.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
What are your thoughts? Is mediator regulation an idea whose time has come? Would such a system adversely affect community mediation programs or their volunteer mediators? What, if any, community-related special considerations should be built into any future regulatory system? Share your thoughts in the comments below.</div>
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<br /></div>
</div>
<div style="text-align: justify;">
In community,</div>
<div style="text-align: justify;">
<a href="https://plus.google.com/104095051735105564411/about?rel=author" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
<div style="text-align: justify;">
Executive Director, <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-40739346488330864572012-03-29T16:07:00.000-07:002013-02-14T19:01:07.485-07:00Rebel with a Cause<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="http://3.bp.blogspot.com/-mN_EYnyJztY/T3TiUNNoPxI/AAAAAAAACUU/SbfilaXcvAw/s1600/Rebel.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://3.bp.blogspot.com/-mN_EYnyJztY/T3TiUNNoPxI/AAAAAAAACUU/SbfilaXcvAw/s1600/Rebel.jpg" /></a>What motivates an individual to step boldly into rooms full of angst, pain, and vitriol, with eyes and mind wide-open? What drives a person to move toward conflict with nothing more than pen in hand? In short, what motivates a community mediator?<br />
<br />
With <a href="http://www.nafcm.org/Resources/state/volunteer-mediators" target="_blank"><span style="color: blue;">20,000 exceptionally trained volunteer mediators</span></a> helping nearly a million individuals each year, motivations likely abound. Personal challenge, professional development, restorative aims, adrenaline highs, and more gird the urge to sit twixt seething tension and icy stares. Variously motivated, community mediators draw upon their personal incitement to intervene and, thus, become their communities’ go-to problem solvers -- capable of engaging the most difficult, entrenched, and strained situations with exceptional competence, steely aplomb, and impressive results.<br />
<br />
Take a peek at my own journey in joining the community mediation movement in the <a href="http://www.acrnet.org/" target="_blank"><span style="color: blue;">Association for Conflict Resolution</span></a>'s latest edition of <a href="http://www.acrnet.org/uploadedFiles/Publications/ACR_Resolution/ACResolutionFINAL_INTERACTIVE.pdf" target="_blank"><span style="color: blue;">ACResolutions</span></a> <span style="font-size: x-small;">(PDF)</span>. "<i>Rebel with a Cause: The Making of a Community Mediator</i>" is a short account of what moved me from the classroom to my community's fence-strewn front lines. It's also a good read for first-profession mediators who are not drawing upon and then diverting however subtlety or substantially from a decades-long career of legal, therapeutic, social, or any other work.<br />
<br />
Have a read and then share your own motivations for volunteering as a community mediator in the comments below!<br />
<br /></div>
<div style="text-align: justify;">
In community,</div>
<div style="text-align: justify;">
<a href="https://plus.google.com/104095051735105564411/about?rel=author" style="text-align: left;" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
<div style="text-align: justify;">
Executive Director, <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
</div>
Unknownnoreply@blogger.com1tag:blogger.com,1999:blog-9152368420492761081.post-62538657138198559852012-03-21T12:52:00.000-07:002013-02-14T19:01:18.798-07:00The Perfect Start to a Mediator's Day<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="http://3.bp.blogspot.com/-kQVdNqtdKvY/T2ov0IA6ggI/AAAAAAAACTA/p28okOUQ77E/s1600/Coffee+Ring.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://3.bp.blogspot.com/-kQVdNqtdKvY/T2ov0IA6ggI/AAAAAAAACTA/p28okOUQ77E/s1600/Coffee+Ring.jpg" /></a>Stand aside <a href="http://www.starbucks.com/menu/drinks/espresso/skinny-flavored-latte?foodZone=9999#size=1111173&milk=61" target="_blank"><span style="color: blue;">Starbucks</span></a>, <a href="http://www.seattlesbest.com/product-classic-latte.aspx" target="_blank"><span style="color: blue;">Seattle's Best</span></a>, <a href="http://www.scooterscoffeehouse.com/menu/espresso-and-coffee-drinks/" target="_blank"><span style="color: blue;">Scooters</span></a>, and in-a-pinch <a href="http://www.kwiktrip.com/EatsAndDrinks/kwiknlows/cafekarubacoffee.aspx" target="_blank"><span style="color: blue;">Kwik Trip</span></a> java pharma. My morning cafetière à piston will now be brewing a whole bean espresso roast appealing to my more contemplative side.<br />
<br />
In addition to clarifying questions, anger-calming tips, and impasse-averting techniques, the modern mediator can now also add has a preparatory cup 'o joe to her toolkit. A local <a href="http://www.voaww.org/Get-Help/Dispute-Resolution-Services.aspx" target="_blank"><span style="color: blue;">dispute resolution program</span></a> is now offering <a href="https://secure3.convio.net/voa/site/Ecommerce/855895329?VIEW_PRODUCT=true&product_id=2441&store_id=2981" target="_blank"><span style="color: blue;">Mediator Blend Coffee</span></a> as the perfect start to an unswayable day. Offering delicate notes of milk chocolate, caramel, hazenut, and citrus fruit pervade, this is a decidedly creativity-inspiring rather than palate-neutral blend.<br />
<br />
Just think of the possible uses:<br />
<br />
<ul>
<li>Need to drive home a point to new mediator trainees? Implement a Pavlovian mix of lesson-feedback-java reward to ensure the concepts stick.</li>
<li>Particularly cantankerous clients arriving within the hour? Take a double shot and get amped to soothe!</li>
<li>At a loss for what to do in the heat of a spiraling mediation? Serve up a round of Mediator Blend to the parties and watch the room relax and resolve itself away!</li>
</ul>
<br />
How else could you use the new Mediator Blend in your program or practice? Share your scenarios in the comments below!<br />
<br /></div>
<div style="text-align: justify;">
<span style="color: #444444;">In community,</span></div>
<div style="text-align: justify;">
<a href="https://plus.google.com/104095051735105564411/about?rel=author" style="text-align: left;" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
<div style="text-align: justify;">
<span style="color: #444444;">Executive Director,</span> <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a><br />
<br />
<i>PS. Also pairs nicely with a morning read of <a href="http://go.nafcm.org/TheState" target="_blank"><span style="color: blue;">The State of Community Mediation</span></a>!</i></div>
</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-52337843378809884812012-03-21T01:17:00.000-07:002013-02-14T19:01:37.035-07:002012 Board Election Results<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="http://1.bp.blogspot.com/-Uv25xqw09hg/T2mOU3P-wAI/AAAAAAAACSw/h3ziDcMfYm4/s1600/2012+Election.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://1.bp.blogspot.com/-Uv25xqw09hg/T2mOU3P-wAI/AAAAAAAACSw/h3ziDcMfYm4/s1600/2012+Election.jpg" /></a></div>
<span style="color: #444444;"><b>Congratulations NAFCM's newest Board Members-Elect!</b></span><br />
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<div style="background-color: white; color: #444444; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 13px; line-height: 18px;">
We are thrilled to announce the results of this year's Board of Directors nomination and election processes. Following an impressive number and quality of nominations earlier this year, the <a href="http://www.nafcm.org/about/people/current" style="color: #4d469c; text-decoration: none;"><span class="Apple-style-span" style="color: blue;">NAFCM Board</span></a> settled on a slate of nine candidates. We encouraged members to <a href="http://blog.nafcm.org/2012/03/2012-board-elections.html" style="color: #4d469c; text-decoration: none;"><span class="Apple-style-span" style="color: blue;">learn more about each candidate</span></a> and cast their vote for those they felt would help advance our field. After a remarkable member turnout during the voting process, we are pleased to welcome six of the candidates as our newest Board Members-Elect!</div>
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The newest members of NAFCM's Board of Directors, whose terms will officially begin on May 4th, are as follows:</div>
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<span style="color: #444444;"> </span><b style="color: #444444;">Member-Elect</b><span style="color: #444444;">: </span><span class="Apple-style-span" style="text-decoration: none;"><a href="http://www.linkedin.com/pub/vern-best/a/875/b55" target="_blank"><span style="color: blue;">Vern Best</span></a></span></div>
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<span style="color: #444444;"> </span><b style="color: #444444;">Program</b><span style="color: #444444;">: </span><a href="http://www.csosa.gov/" target="_blank"><span style="color: blue;">Court Services and Offender Supervision Agency</span></a></div>
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<b>Location</b>: Washington, D.C.</div>
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<span style="color: #444444;"> </span><b style="color: #444444;">Member-Elect</b><span style="color: #444444;">: </span><span class="Apple-style-span" style="text-decoration: none;"><a href="http://thehecklist.wordpress.com/" target="_blank"><span style="color: blue;">Brad Heckman</span></a></span></div>
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<span style="color: #444444;"> </span><b style="color: #444444;">Program</b><span style="color: #444444;">: </span><a href="http://nypeace.org/" target="_blank"><span style="color: blue;">New York Peace Institute</span></a></div>
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<span style="color: #444444;"> <b>Location</b>: New York, NY</span></div>
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<span style="color: #444444;"><br /></span></div>
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<span style="color: #444444;"> </span><b style="color: #444444;">Member-Elect</b><span style="color: #444444;">: </span><a href="http://www.linkedin.com/pub/laura-jeffords/23/938/a37" target="_blank"><span style="color: blue;">Laura Jeffords</span></a></div>
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<span style="color: #444444;"> </span><b style="color: #444444;">Program</b><span style="color: #444444;">: </span><a href="http://mediatewnc.org/" target="_blank"><span style="color: blue;">The Mediation Center</span></a></div>
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<span style="color: #444444;"> <b>Location</b>: Asheville, NC</span></div>
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<span style="color: #444444;"> </span><b style="color: #444444;">Member-Elect</b><span style="color: #444444;">: </span><a href="http://www.communitysystemsonline.com/Portals/1/Documents/CSIIVitaes.doc" target="_blank"><span style="color: blue;">D.G. Mawn</span></a></div>
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<span style="color: #444444;"> </span><b style="color: #444444;">Program</b><span style="color: #444444;">: </span><a href="http://www.communitysystemsonline.com/" target="_blank"><span style="color: blue;">Community Systems Online</span></a></div>
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<span style="color: #444444;"> <b>Location</b>: Louisville, KY</span></div>
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<span style="color: #444444;"><br /></span></div>
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<span style="color: #444444;"> </span><b style="color: #444444;">Member-Elect</b><span style="color: #444444;">: </span><a href="http://www.linkedin.com/pub/steffanie-medina/10/ab0/239" target="_blank"><span style="color: blue;">Steffanie Medina</span></a></div>
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<span style="color: #444444;"> </span><b style="color: #444444;">Program</b><span style="color: #444444;">: </span><span class="Apple-style-span" style="text-decoration: none;"><a href="http://www.creativemediation.net/" target="_blank"><span style="color: blue;">Creative Mediation</span></a></span></div>
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<span style="color: #444444;"> <b>Location</b>: San Luis Obispo, CA</span></div>
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<span style="color: #444444;"><br /></span></div>
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<span style="color: #444444;"> <b>Member-Elect</b>: </span><a href="http://www.linkedin.com/in/kellysriley" target="_blank"><span style="color: blue;">Kelly Riley</span></a></div>
<div style="background-color: white; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 13px; line-height: 18px;">
<span style="color: #444444;"> </span><b style="color: #444444;">Program</b><span style="color: #444444;">: </span><a href="http://www.nemediation.org/" target="_blank"><span style="color: blue;">Nebraska Mediation Association</span></a></div>
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<b>Location</b>: Eagle, NE</div>
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We also had two current Board members re-elected to serve a second three-year term, including:</div>
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<span style="color: #444444;"> </span><b style="color: #444444;">Member-Elect</b><span style="color: #444444;">: </span><a href="http://www.linkedin.com/pub/peter-taillie/22/470/4b9" target="_blank"><span style="color: blue;">Peter Taillie</span></a></div>
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<span style="color: #444444;"> </span><b style="color: #444444;">Program</b><span style="color: #444444;">: </span><a href="http://www.midshoremediation.org/" target="_blank"><span style="color: blue;">Mid Shore Community Mediation</span></a></div>
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<b>Location</b>: Easton, MD</div>
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<b>Member-Elect</b>: Malcolm D. White</div>
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<span style="color: #444444;"> </span><b style="color: #444444;">Program</b><span style="color: #444444;">: </span><a href="http://www.clarkcountycourts.us/lvjc/njc/njc.htm" target="_blank"><span style="color: blue;">Neighborhood Justice Center</span></a></div>
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<b>Location</b>: Las Vegas, NV</div>
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Over the next six weeks leading up to the Board's annual Face-to-Face meeting, we will be featuring extended profiles of our newest Board Members-Elect as part of our "Meet the Board" blog series. We invite you to click in and learn more about their impressive backgrounds and exciting goals for their Board tenure. </div>
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As we begin to orient these exceptional individuals onto NAFCM's Board, we also want to take time to thank our members. Your votes have provided these individuals an incredible opportunity to serve you. Thank you for taking the time to thoughtfully review their backgrounds, statements, and goals, and then cast your vote in this year's elections. We look forward to harnessing all our newest energies and resources to continue to serve and support all the good you do.</div>
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This truly is an exciting time for all our new Board Members-Elect, for NAFCM, and for our field! Congratulations!</div>
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<span style="color: #444444;">In community,</span></div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" style="text-align: left;" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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<span style="color: #444444;">Executive Director,</span> <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-40716177249207160192012-03-17T02:16:00.002-07:002012-03-17T02:16:11.422-07:00Happy St. Patrick's Day<div class="separator" style="clear: both; text-align: center;">
<a href="http://2.bp.blogspot.com/-P00d_eESNWc/T2RUKhTiUNI/AAAAAAAACSU/7wgtZL37L2c/s1600/Irish+Clover.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://2.bp.blogspot.com/-P00d_eESNWc/T2RUKhTiUNI/AAAAAAAACSU/7wgtZL37L2c/s1600/Irish+Clover.jpg" /></a></div>
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<span style="font-family: 'Times New Roman'; font-size: 16px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;">In the 5</span><span style="font-family: 'Times New Roman'; font-size: 11px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;">th</span><span style="font-family: 'Times New Roman'; font-size: 16px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;"> century, a teenage boy of Romano-British origin was kidnapped and brought to Ireland as a slave. He escaped roughly six years later but returned to Ireland as an ordained Bishop. St. Patrick is credited for spreading Christianity to his pagan captors. The clover, or shamrock, was a sacred plant that symbolized the rebirth of spring. St. Patrick famously used the clover to explain the trinity (Father, Son, and Holy Spirit). He died on March 17, 461 and his life story grew to mythological proportions and is ingrained in Irish culture. He is the patron saint of Ireland and is celebrated in both the secular and non-secular worlds....</span></div>
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Sophia Gilmer</div>
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<span style="font-family: 'Times New Roman'; font-size: 16px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;">St. Patrick’s Day has been fêted since the 9</span><span style="font-family: 'Times New Roman'; font-size: 11px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;">th</span><span style="font-family: 'Times New Roman'; font-size: 16px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;"> century but the first parade took place, not in Ireland, but in the United States on March 17, 1762 when Irish soldiers marched through New York City. When the Great Potato Famine hit Ireland in 1845, close to 1 million poor and uneducated Irish Catholics began pouring into America to escape starvation. Unfortunately, they were met with discrimination, despised for their non-Protestant religious beliefs and foreign accents. It did not take long for Irish Americans to realize that their large and ever growing numbers could be used as political power. Their vote and sphere of influence became known as the "green machine” and annual St. Patrick's Day parades became a show of strength for Irish Americans. Today, people of all backgrounds celebrate St. Patrick's Day, not only in Ireland and the United States, but also in Canada, Australia, Japan, Singapore, and the former Soviet Union. [</span><a href="http://www.history.com/topics/st-patricks-day"><span style="color: blue; font-family: 'Times New Roman'; font-size: 16px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;">more</span></a><span style="font-family: 'Times New Roman'; font-size: 16px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;">]</span></div>
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<span style="font-family: 'Times New Roman'; font-size: 16px; vertical-align: baseline; white-space: pre-wrap;">Fun Facts</span></div>
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<span style="vertical-align: baseline; white-space: pre-wrap;">There are 34.7 million U.S. residents with Irish ancestry, which is more than seven times the population of Ireland itself.</span></div>
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<span style="vertical-align: baseline; white-space: pre-wrap;">St. Patrick’s voluntary return to Ireland brings up the subject of forgiveness. We can’t all be saints, so in order to forgive; many of us require an apology but there’s something we can do other than holding our breath.</span></div>
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<span style="font-family: 'Times New Roman'; font-size: 16px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;">In many instances, a quick and relatively painless apology is transformative and effective means of resolving conflict. It’s pretty straightforward: the offender offers an apology and the offended accepts, but not every apology is accepted. </span><a href="http://www.transformative-mediation.com/training/page/view.php?id=36"><span style="color: #1155cc; font-family: 'Times New Roman'; font-size: 16px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;">Dorothy J. Della Noce</span></a><span style="font-family: 'Times New Roman'; font-size: 16px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;">, citing Seiji Takaku (2001) suggests, “A conflict is not resolved when an apology is offered, but when the offended party accepts that apology” and requires empathy. “Empathy must be experienced by, and communicated by, both parties to the conflict, not simply one or the other. In other words, to be effective in resolving conflict, apology and forgiveness are best viewed as interactive processes, not simply one-sided speech events.”</span></div>
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<span style="font-family: 'Times New Roman'; font-size: 16px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;">When an offense is made, people tend to blame the behavior or action on the offender’s “bad” character. Takaku’s experiments show that an offended party was more likely to accept an apology, and forgive; when the offended reflects on his or her own “imperfect nature” (p. 506) and empathizes with the offender. It requires empathy to recognize the possibility that the offender may be a fundamentally decent human being who made a poor choice in a difficult situation. If the offended recognizes that he or she may have committed a similar offense and how difficult it was/is to acknowledge fault and to take responsibility for it, the offended is more likely to see the offense as a matter of poor choice and accept the apology, and offer forgiveness.</span></div>
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<span style="font-family: 'Times New Roman'; font-size: 16px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;">In this way, we can work towards forgiveness.</span></div>
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<span style="font-family: 'Times New Roman'; font-size: 16px; font-weight: normal; vertical-align: baseline; white-space: pre-wrap;">Best of luck!</span></div>
</span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-19473280641452144602012-03-12T03:19:00.001-07:002013-02-14T19:01:59.514-07:00The State of Community Mediation 2011<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="http://1.bp.blogspot.com/-vz9t_-whcfo/T12nvlyFgfI/AAAAAAAACRA/-M0cDpLwUgk/s1600/State+Logo.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://1.bp.blogspot.com/-vz9t_-whcfo/T12nvlyFgfI/AAAAAAAACRA/-M0cDpLwUgk/s1600/State+Logo.jpg" /></a></div>
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NAFCM is pleased to release <a href="http://go.nafcm.org/State2011" target="_blank"><span style="color: blue;">The State of Community Mediation 2011</span></a>. This report is one of the most extensive reviews of the U.S. community mediation field ever undertaken! It includes reports from over a hundred local programs, contains key statistics never before reported, and shares insights on many aspects of this important and growing practice area.</div>
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Here are just a few of the must-read highlights contained within the 40-page report:</div>
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<u>FIELD OVERVIEW</u></div>
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<ul>
<li>400 Programs</li>
<li>1,300 Full-Time Equivalent Staff Members</li>
<li>20,000 Volunteer Mediators</li>
<li>400,000 Case Referrals per year</li>
<li>900,000 Service Recipients per year</li>
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<u>PROGRAM SNAPSHOT</u><br />
<ul>
<li>3 Full-Time Equivalent Staff Members per Program (average)</li>
<li>50 Volunteer Mediators per Program (average)</li>
<li>$150,000 - $200,000 Annual Budget (average)</li>
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<u>SERVICE PORTFOLIOS</u><br />
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<li>30+ Distinct Service Types</li>
<li>9 Services per Program <span style="text-align: justify;">(average)</span></li>
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<u>MEDIATION CASE TYPES</u><br />
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<li>100+ Distinct Case Types</li>
<li>36 Case Types per Program <span style="text-align: justify;">(average)</span></li>
<li>4 to 70+ Case Types per Program (range)</li>
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<u>FUNDING</u><br />
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<li>5 Revenue Categories per Program (mode)</li>
<li>Roughly 50% of Funding Originates from Government Sources</li>
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<u>VOLUNTEER MEDIATORS</u></div>
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<li>20,000 Volunteer Mediators Fieldwide</li>
<li>35 Hours Volunteered per year <span style="text-align: justify;">(average)</span></li>
<li>$20,000,000 Donated in Professional Mediation Services Fieldwide</li>
<li>16 : 1 Ratio of Volunteers to Full-Time Equivalent Staff Members</li>
<li>4 : 1 Ratio of Staff to Volunteer Hours</li>
<li>350 Full-Time Equivalent Volunteers Fieldwide</li>
<li>0.9 Full-Time Equivalent Volunteers per Program (average)</li>
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Read and engage the complete report, which is now posted -- for FREE! -- in its entirety on <a href="http://go.nafcm.org/TheState" target="_blank"><span style="color: blue;">NAFCM's website</span></a>.</div>
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Many thanks go out to the <a href="http://www.jamsfoundation.org/" target="_blank"><span style="color: blue;">JAMS Foundation</span></a> for their support of this report, as well as to my lovely and luminous co-author <a href="http://go.nafcm.org/Wendy" target="_blank"><span style="color: blue;">Wendy E. H. Corbett</span></a>.</div>
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In community,</div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" style="text-align: left;" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <a href="https://plus.google.com/u/0/100888075025073334968/posts" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-90744644992299119502012-03-06T14:43:00.000-07:002013-02-14T19:02:11.508-07:002012 Board Elections<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="http://3.bp.blogspot.com/-NsshhvolAqA/T1aDq_R2ffI/AAAAAAAACGg/upamWs6M-SM/s1600/Vote.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://3.bp.blogspot.com/-NsshhvolAqA/T1aDq_R2ffI/AAAAAAAACGg/upamWs6M-SM/s1600/Vote.jpg" /></a></div>
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NAFCM has now released its Ballot for the 2012 Board Election! There is an impressive, diverse group of nine candidates on this year's Ballot. We encourage you to review the candidates (<i>below the break</i>) and cast your vote today! </div>
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Helping to choose our Board of Directors is an important way you can shape the direction of not only NAFCM, but the broader community mediation movement.</div>
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<b>NOTE</b>: <i>Voting in the annual election is open to current NAFCM members only. If you are not a current member, please join or renew your membership today. Once renewed, a link to the official ballot will be emailed to you. Be sure to act fast! Voting closes Friday, March 16th.</i></div>
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In community,</div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" style="text-align: left;" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <a href="https://plus.google.com/u/0/b/100888075025073334968/" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
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<b><b>2012 BOARD CANDIDATES</b></b></div>
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<b style="font-weight: bold;">CANDIDATE</b><b>: </b>Vern Best</div>
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<b style="font-weight: bold;">LOCATION</b><b>: </b>Washington D.C.<b> </b></div>
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<b>CURRENT INVOLVEMENT</b>: </div>
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I was trained as a mediator by the Center for Dispute Settlement in April of 1992, and was subsequently certified as a mediator in June of 1993. I am very familiar with the policies, procedures and ethical guidelines that guide the work of a dispute resolver. Over the years, I have served as a mediator in a variety of settings including community setting (D.C. Mediation Services), employment setting (Senior Mediator in the Shared Neutral’s Program for the past six years) and arts setting (Washington Area Mediation for the Arts). I have also served a detail with the Department of Justice as a Conciliation Specialist. In this capacity, I have facilitated discussions and resolved disputes between a Joint U.S. Military Task Force and migrant Cuban refugees who were interned in refugee camps in Guantanamo Bay Cuba. Over the years I have trained and mentored my share of junior mediators in the federal sector. I have also trained foreign political leaders in dispute resolution techniques on behalf of the Washington House. I have also received training as an Arbitrator from organizers of the Shared Neutral’s Program. I am currently a member of the pre-eminent international organization in Dispute Resolution, the Association for Conflict Resolution (ACR). As a member of ACR, I am active in the Workplace and International sections. I've served as a member of ACR's Washington Chapter’s Community Outreach subcommittee. </div>
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<b>PERSONAL STATEMENT</b>: </div>
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I've been involved in the field of Alternative Dispute Resolution since 1992, when I was trained and functioned as a community mediator in the Washington DC metropolitan area. Over the past 19 years I've functioned in a number of capacities in the Dispute Resolution Community. I designed and implemented the first ADR program for the patent and Trademark Office in 1994. I've performed mediation services for DC Mediation Services with a specialty in multi-cultural conflict. I have facilitated workshops for the Center for Disease Control during their annual conferences for chronic illnesses. I have also been invited by the National Multi Cultural Institute and the Washington House Group to make bi-lingual presentations on the legal profession and on ADR to a varied international audience. I have always enjoyed the opportunity to engage an audience in discussion of my profession or my passion for conflict resolution. As an employment law attorney since 1987 I have seized every opportunity to promote ADR as an alternative mechanism for resolving disputes in the workplace and I've either organized or participated in conferences and symposiums which main aim was to promote dispute resolution. I bring to any organization I join my unique perspective as a trained social worker, lawyer and afro latin american native. </div>
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<b>BOARD GOALS</b>:</div>
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<li style="text-align: justify;">Strengthen the relationship between NAFCM and the ADR community in the Washington DC metropolitan area;</li>
<li style="text-align: justify;">Improve the marketing of NAFCM services to the DC community; and</li>
<li style="text-align: justify;">Strengthen the fund raising capacity of the NAFCM. </li>
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<span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span><span style="color: blue;">* </span><span style="color: red;">*</span><span style="color: blue;"> </span></div>
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<b>CANDIDATE</b>: Karen Davis </div>
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<b>LOCATION</b>: Fort Worth, TX </div>
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<b>CURRENT INVOLVEMENT</b>: </div>
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I am very active within my community for the past 10 years. I am a formal City Councilwoman and Mayor Pro-Tem, I have served on several local, state and federal committees and boards. I have build a great community base support system from elected officials, Fortune 50-500 companies, to the Capital and Washington DC (formal Lobbyist). In 2010 I was the Presidential Obama Appointment under Schedule C of Intergovernmental US Board of Mediation. </div>
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<b>PERSONAL STATEMENT</b>: </div>
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I know with my level of expert knowledge in the area of governmental affairs as well as my personal relationship with most of the Cabin and House official I can be the voice and hears for the NAFCM. </div>
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<b>BOARD GOALS</b>: </div>
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<li style="text-align: justify;">Professional Membership, </li>
<li style="text-align: justify;">Diversity within the NAFCM Organization and Board, </li>
<li style="text-align: justify;">Provide training, and </li>
<li style="text-align: justify;">Community Base Board where people can post events, conf, training, etc... </li>
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<b>CANDIDATE</b>: Brad Heckman </div>
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<b>LOCATION</b>: New York, NY </div>
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<b>CURRENT INVOLVEMENT</b>: </div>
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I serve as CEO of the New York Peace Institute – a paradoxical organization. We’re simultaneously old and young. We started in 1981 as a program of Safe Horizon – and since June 2011, we’re a new, independent organization. I can truly relate to the “new” NAFCM, which combines the wisdom of its impressive history with the energy of a creative start-up. </div>
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Prior to promoting mediation in New York City, I helped set up the first community mediation centers in the former Soviet bloc, as International Director of Partners for Democratic Change. I’ve learned – and continue to learn – about such things as:</div>
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<li style="text-align: justify;">Advancing our field through traditional and new media outlets, and creative outreach strategies. </li>
<li style="text-align: justify;">Embracing entrepreneurial thinking, finding creative ways to sustain mediation centers in challenging financial times. </li>
<li style="text-align: justify;">Building a community of practice, whether among our 200+ mediators and the New York City ADR community, or across mediation centers throughout Central and Eastern Europe and the former Soviet Union. </li>
<li style="text-align: justify;">Having lots of fun while doing all the above. </li>
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The NAFCM community – its people, resources, RTI’s , and spirited e-mail exchanges – has been invaluable throughout it all. Now more than ever. </div>
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<b>PERSONAL STATEMENT</b>: I feel this is one of the most exciting periods in our field in the nearly 20 years I’ve been involved in ADR. Mediation is increasingly represented in mass media and popular culture – to wit, "Confronting" on Oprah’s network, the award-winning documentary "The Interrupters", and an upcoming MTV youth mediation show. The Occupy movements have embraced and developed innovative consensus-building techniques. However, while our profession grows in the zeitgeist, the momentum we’re gaining is challenged by funding cuts, the need to increase our connectivity as the technological landscape changes, and the urgency to galvanize our field into the movement it deserves to be. </div>
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NAFCM is at the center of this critical juncture in our history. NAFCM is honoring its venerable history while ushering in the next generation of peace leaders, coalescing our field while embracing its diversity, and passionately promoting community mediation while injecting much needed humor and levity. I would welcome the opportunity to throw myself into this creative cauldron, as these challenges and opportunities truly resonate with my experiences promoting community mediation in New York City and internationally. As a fan of NAFCM’s renewed vigor and energetic leadership, I would be delighted to serve on its board. </div>
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<b>BOARD GOALS</b>: </div>
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<li style="text-align: justify;">Increase NAFCM’s visibility among members, through enhancing the association’s internet and social media presence, raising awareness of member benefits, and further developing NAFCM’s brand and personality. </li>
<li style="text-align: justify;">Develop on-site events (e.g. trainings, film screenings, discussions) in partnership with New York Peace Institute, in order to promote awareness of NAFCM, generate income, and recruit and retain members. This strategy might be replicated in other communities nationwide. </li>
<li style="text-align: justify;">Build broad public awareness of the mediation field beyond our fellow-travelers, harnessing the NAFCM’s nationwide reach to explore mass media and social networking opportunities. </li>
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<b>CANDIDATE</b>: Laura Jeffords </div>
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<b>LOCATION</b>: Asheville, NC </div>
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<b>CURRENT INVOLVEMENT</b>: </div>
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I've been on the staff of the Mediation Center since 2006. I started working as a community mediation coordinator, and have been the executive director since 2008. </div>
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I am trained in community, Medicaid, and superior court mediation. One of my favorite things to do is work with groups. Whether it's a facilitated planning meeting or a community conflict, it's fascinating to see how the mediation process works no matter what. </div>
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I'm fascinated by all the ways that mediation is important in communities across the country and I'm glad to be part of the NAFCM community where we can call be connected. </div>
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<b>PERSONAL STATEMENT</b>: </div>
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I am the Executive Director of the Mediation Center which serves four counties in the mountains of North Carolina. Since 2006, I've been on the staff of the Mediation Center as a mediator and trainer, and I've been the director since 2008. </div>
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One of my favorite things about mediation is a match one of my own core beliefs - that most problems have a solution! We only need creative and effective processes to find those solutions. </div>
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My strongest skills are in making strategy-based plans and bringing them to fruition. I enjoy helping groups plan together, and then watching those plans unfold - whether it's over a week or several years. I also have strong skills around grant seeking strategy, grant writing and financial management. </div>
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I've enjoyed seeing NAFCM re-awaken over the past few years, and I've love to be part of the next steps. Mediation already has an important place in the US, and yet there is room to grow deeper roots and expand NAFCM's impact. I would like to help deepen NAFCM's connection to North Carolina and our 20+ community mediation agencies, as well as being part of a national strategy. </div>
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<b>BOARD GOALS</b>: </div>
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<ol>
<li style="text-align: justify;">To deepen NAFCM's connection to North Carolina by helping NAFCM increase the membership in and around NC and increase the engagement of current NAFCM members. </li>
<li style="text-align: justify;">To serve as a resource in grant seeking. I can help develop ideas about what kinds of grants are useful for NAFCM and provide support for developing compelling proposals. </li>
<li style="text-align: justify;">To support support a planning process around how NAFCM can continue to support community mediation centers in sharing resources and knowledge. </li>
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<b>CANDIDATE</b>: D.G. Mawn </div>
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<b>LOCATION</b>: Louisville, KY </div>
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<b>CURRENT INVOLVEMENT</b>: </div>
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Field Involvement: My interest began in college as a cultural anthropology major studying and assessing the impact of different perspectives, experiences and communication expectations on relationships in church and community settings. Mediating conflict has been a function of my role as a Youth Minister, Attorney, Community Organizer and now as a community consultant focused on enhancing community outcomes. While I am certified as a mediator, I have never had that role formally. However, whether it is my present involvement as a member of my neighborhood association or professional experience working with state and communities to developed community lead solutions I have put my mediation knowledge to work following the maxim “nothing about us without us.” </div>
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This consultation and coaching provided to state, public and community-based organizations on human services/system development and effectiveness, leadership development, strategic planning and communication, cultural intuitiveness, sustainability and evaluation within the areas of focus have been HIV/AIDs, early childhood development, cultural competency, substance abuse and sustainability within both community-based and governmental rubrics test the very core of my mediation skills. </div>
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<b>PERSONAL STATEMENT</b>: </div>
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Through-out professional and personal endeavors the culture and systems of organizations and the communities they serve and the processes followed to raise and resolve conflict has been something I have been drawn to, not shied away from. My experience has continued to sharpen my communication, strategic planning and cultural competency skills. In my work I have been engaged in developing communication/awareness campaigns to raise interest in issues that either were taboo (AIDS) or not viewed as an issue (tobacco and alcohol use), while focusing on what the audience was ready and capable to hear and digest. I currently use a process, I helped to develop, called DABing™. Additionally, I have been a member of several successful grant writing teams which targeted federal, state and local community sources. I also engaged individuals and communities throughout Florida in a conversation about cultural competency, where I introduced Cultural Intuitiveness™. This process focuses on taking a paper measurement of organizational and system health, regarding cultural competency, to experienced, valued, reality. This past year I have continued my work in large urban communities in Florida, rural communities in Illinois, as well as, with the team at La Fundación Abuelitos de la Calle in Quito Ecuador. </div>
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<b>BOARD GOALS</b>: </div>
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<li style="text-align: justify;">To expand the impact of the work of the association by expanding the reach and saturation of present communication mechanism that will increase the number and activity of champions and stakeholders. </li>
<li style="text-align: justify;">To sustain the impact of the Board by embedding the IDEAL (inclusive, diverse, effective, action-oriented, leadership service) into the culture of the Board increasing the responsiveness and flexibility of the board to meet the needs of the association. </li>
<li style="text-align: justify;">To provide support to the staff and members by creating access to additional outside expertise and expanded resources in order to enhancing their work. </li>
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<b>CANDIDATE</b>: Steffanie Medina </div>
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<b>LOCATION</b>: San Luis Obispo, CA </div>
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<b>CURRENT INVOLVEMENT</b>: </div>
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Nearly three years ago I was fortunate to become a staff member at Creative Mediation, the community mediation program in San Luis Obispo, CA. With a background in counseling, I quickly learned first-hand the unrivaled value of mediation as a unique and effective method for resolving issues and mending relationships. Through my work with Creative Mediation I have been involved in a wide variety of mediation service offerings including Small Claims, Elder, Parent-Teen, Civil Harassment, Unlawful Detainer, Juvenile Dependency, and Workplace. I have also become the lead trainer for both our basic and advanced mediation training courses as well as school-based Peer Mediation training. Finally, I am directing our team to develop programs to serve our community in the areas of child custody disputes and military family mediation. </div>
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Creative Mediation has developed strong collaborative relationships with a number of other community mediation programs within the state of California. Connections made through conferences such as those put on by ACR or the Administrative Office of the Courts have reinforced the invaluable worth of community mediation programs working together to make the most of our limited resources. Through collaborating with other agencies, I have been continually challenged and inspired to strengthen the mediation and training programs offered by Creative Mediation. </div>
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<b>PERSONAL STATEMENT</b>: </div>
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In my role as Program Director, I cannot avoid the harsh realities of the uphill struggle inherent to keeping community mediation programs afloat. In addition, given the current developmental state of the field of mediation as a whole, the call to deliver mediation services of the utmost ethical and professional quality has never been so important. In an effort to support the mission of my own organization as well as the broader field of community mediation, I believe it is my responsibility as a practitioner and leader to maintain awareness and presence within both my local mediation community and the national mediation community. As the field of mediation continues to grow the role of community mediation programs will continue to evolve and refine its mission, goals and practices. It is critical that professionals in the community mediation arena actively participate in the discussions surrounding certification and credentialing, training, and diversity of practice models in order to ensure that the value of the services we provide and the constituents we serve continue to be acknowledged as a vital element of the ADR tapestry. I would be honored to serve as a member of the NAFCM Board of Directors to support the further development of community mediation. </div>
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<b>BOARD GOALS</b>: </div>
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<li style="text-align: justify;">Promote Awareness of the History of Community Mediation –Each individual who joins the ranks of a community mediation program should have the opportunity to be exposed to the history of the field and understand how community mediation fits into the broader picture of ADR. </li>
<li style="text-align: justify;">Contribute to the On-Going Discussion about Training, Credentialing and Certification - The unique conditions within which community mediation centers operate require dedicated advocacy during discussions concerning professional training, credentialing and certification. </li>
<li style="text-align: justify;">Enhance Supportive Services – The enhancement of supportive services throughout the NAFCM network will allow for optimal leveraging of collaborative resources in a climate of limited funding. </li>
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<b>CANDIDATE</b>: Kelly Riley </div>
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<b>LOCATION</b>: Eagle, NE </div>
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<b>CURRENT INVOLVEMENT</b>: </div>
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My involvement with community mediation began in 1998 when I was trained in basic mediation and also affiliated with The Mediation Center (TMC), a community mediation center in Lincoln, Nebraska. I am still affiliated with TMC though I currently do not mediate many cases because of time restraints due to my work with the Nebraska Mediation Association (NMA). In addition to basic, I have also been trained in family and facilitation. All of my mediation training has been through NMA (previously Nebraska Mediation Center Association [NMCA]) and my trainers were staff from the Nebraska community mediation centers. </div>
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<b>PERSONAL STATEMENT</b>: </div>
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The Call for Nomination that NAFCM sent out was very intriguing to me because of the request for people with a background in collaborative technologies and association management, as well as representation from the state of Nebraska. As I was thinking about this opportunity, a member of the Nebraska Mediation Association (NMA) Board of Directors called and asked if I would consider being nominated to the NAFCM Board. I said yes. </div>
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At the January NMA BOD meeting, she presented her request to the full board and there was consensus that they would encourage and support my nomination. </div>
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I currently work with NMA and manage the following: member services; the training institute (we provide basic, family and advanced trainings including trainings specifically for staff and affiliates of the community mediation centers in the state); continuing education opportunities including monthly webinars; the website including design and maintenance; finances; and administrative work. </div>
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A goal of NMA is to be accessible and make continuing education available to all mediators across the state. To accomplish this goal, we offer monthly webinars that I facilitate and record for our archive. I also submit every webinar for CME approval through the Nebraska Office of Dispute Resolution. </div>
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<b>BOARD GOALS</b>: </div>
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<li style="text-align: justify;">Membership, </li>
<li style="text-align: justify;">Training opportunities for mediators and staff of community mediation centers, and </li>
<li style="text-align: justify;">Growing NAFCM as a resource expander. </li>
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<b>CANDIDATE</b>: Peter Taillie </div>
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<b>LOCATION</b>: Easton, MD </div>
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<b>NOTE</b>: <i>Peter is running for a second three-year term on the NAFCM Board of Directors.</i> </div>
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<b>CURRENT INVOLVEMENT</b>: </div>
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Director and founder of Mid Shore Community Mediation, Easton, MD for 7 years. Community Mediation Maryland board member for 6 years 2005 to 2011. Member Maryland Mediation and Conflict Resolution Office (MACRO) Mediator Excellence Council 2012. Performance certified with Maryland Council on Dispute Resolution and performance certified with Community Mediation Maryland. I have conducted over 500 volunteer mediations in the past 7 years. </div>
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<b>PERSONAL STATEMENT</b>: </div>
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I have served for 3 years on the Board of Directors of NAFCM and I am passionate about the organization's mission, excited about its potential and enthusiastic about the quality of the board as it develops. </div>
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<b>BOARD GOALS</b>: </div>
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<li style="text-align: justify;">Establish sustainable funding. </li>
<li style="text-align: justify;">Expand the resources offered to member centers, especially the NAFCM Clearing House Project. </li>
<li style="text-align: justify;">Help set standards of practice in the national community mediation arena. </li>
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<b>CANDIDATE</b>: Malcolm White </div>
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<b>LOCATION</b>: Las Vegas, NV </div>
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<b>NOTE</b>: <i>Malcolm is running for a second three-year term on the NAFCM Board of Directors.</i> </div>
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<b>CURRENT INVOLVEMENT</b>: </div>
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I am currently a 12 year employee of the Justice Court Neighborhood Justice Center in the position of Senior Mediation Specialist. My duties include the development of court related mediation programs in Clark County Justice Court. I also oversee all outreach mediation programming, and community education. </div>
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<b>PERSONAL STATEMENT</b>: </div>
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I believe I can make a difference in education and advancing the use of mediation as a first choice for those in the all communities. NAFCM is the leader in information and education for professionals looking to gain exposure to the practice of mediation. My experience working with both non-profit and government allows for a perspective that may be of value to those seeking to create or maintain a successful community mediation center. </div>
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<b>BOARD GOALS</b>: </div>
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<li style="text-align: justify;">Goal to increase market share and membership for NAFCM 10% over the next three years. This can be done buy working with current member centers to increase awareness of membership benefits for the volunteers. </li>
<li style="text-align: justify;">Help to identify and establish partnerships with ADR organizations to increase funding to community mediation through collaborations. </li>
<li style="text-align: justify;">Work to bring awareness to minority mediators and to educate minority groups to the benefits of mediation. </li>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-48082248007938118032012-02-29T14:32:00.003-07:002012-02-29T14:36:33.744-07:00Leaping toward Self-Determination<div class="separator" style="clear: both; text-align: center;">
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<a href="http://3.bp.blogspot.com/-v0p3ZHBYmIc/T06aO7iCBSI/AAAAAAAACFk/a_voG9QTnjk/s1600/February+29.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://3.bp.blogspot.com/-v0p3ZHBYmIc/T06aO7iCBSI/AAAAAAAACFk/a_voG9QTnjk/s1600/February+29.jpg" /></a></div>
Happy February 29, 2012! </div>
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It takes the Earth approximately 365.242199 days to complete a revolution around the sun and Leap years were added to keep the calendar in line with these revolutions. In 46 BC, Julius Caesar, in his aptly named Julian calendar, was the first to add Leap Years; however, he added too many. The Gregorian, or common solar calendar, corrected this some 1500 years later. Its 365 days includes Leap Years under three conditions:</div>
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<li style="text-align: justify;">if the year is evenly divisible by 4;</li>
<li style="text-align: justify;">if the year can be evenly divided by 100, it is NOT a leap year, unless;</li>
<li style="text-align: justify;">the year is also evenly divisible by 400, then it is a Leap Year.</li>
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This means that 2000 and 2400 are Leap Years, while 1900, 2100, 2200, and 2300 are not.</div>
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Sophia Gilmer</div>
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Recently, people have begun making Leap Lists: a list of the things you want to do before a major milestone or before you transition into a new phase like: turning 40, 50, 60, 70, 80, or even 100; graduating; getting married; or having a baby. While Leap Lists are not necessarily a facet of Leap Year, it appeals as perhaps the most apropos time to make one. It has less of the built in failings and pressure of New Year’s resolutions and less of the negative connotation of bucket lists - things to do before you die versus things to do while alive. Leap Lists can be seen as things you want to do before everything you have to do. It’s really a matter of perspective but what they all have in common is self-determination.</div>
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Most of us will not include the impossible on our checklist such as establishing world peace or discovering the cure for cancer but it is possible on a personal scale. We are capable of having peace in our lives and minimizing the number toxic relationships we experience by way of self-determination.</div>
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Self-determination is the power, ability, or belief to make a decision for oneself without outside influence: you control your own destiny. It is a combination of attitudes and abilities that lead people to set goals for themselves, and to take the initiative to reach these goals. It is about being the author and architect of your life, making your own choices, learning to effectively solve problems, and taking control and responsibility for your life.</div>
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In mediation, self-determination is among one of the preeminent characteristics of the process. It is a responsibility of all participants, including the mediator, to ensure that all parties have, not only the capacity to participate in the process, but also the right to define their issues, needs and solutions, and to determine the outcome of the process.</div>
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As mediators, our experience with self-determination should parlay into our everyday lives. You have the power and authority to determine the quality of your life. Enjoy every minute of it!</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-533372493592123442012-02-17T22:42:00.000-07:002012-02-17T22:47:25.574-07:00Romance the Other 365 Days a (Leap) Year<div style="text-align: justify;">
<a href="http://3.bp.blogspot.com/-PxYYwH4A-Cg/Tz85QXpjJbI/AAAAAAAACC8/GHbIf9xboQ4/s1600/February+Hearts.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://3.bp.blogspot.com/-PxYYwH4A-Cg/Tz85QXpjJbI/AAAAAAAACC8/GHbIf9xboQ4/s1600/February+Hearts.jpg" /></a><i><span style="color: #666666;">We're pleased to welcome Sophia Gilmer, NAFCM's new intern who will be sharing a continuing series of conflict resolution tips blog posts.</span></i></div>
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Romantic relationships are long term mutually satisfying extensive collaborations in which negotiations are constant and, as in all relationships, often occur without you realizing it. <i><a href="http://books.google.com/books/about/Getting_to_yes.html?id=sjH3emOkC1MC" target="_blank"><span style="color: blue;">Getting to Yes: Negotiating Agreement Without Giving In</span></a></i> proposes a conscientious method of principled negotiation. (<i>See how these principles can reduce relationship conflicts below</i>.) </div>
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Sophia Gilmer<br />
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1. Separate People from the Problem.<br />
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<span style="color: red; font-size: large;">♥</span> Disputes often lie in the distinctions between what they and you are thinking. The differences may not be based on objective reality but simply a matter of perception. Empathetically try to understand your partner, withhold judgment, and remember that you care about this person and this relationship.</blockquote>
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<span style="color: red; font-size: large;">♥</span> Before you attempt to walk a mile in their shoes, look down to see if you are wearing stilettos while mountain climbing by asking yourself questions. What am I arguing about? Is this important? This isn’t a matter of life or death so, why am I so upset? Is what I’m saying really reflective of how I feel about this person? Am I over-reacting? Before you can walk a mile in another’s shoes, check to see if the shoes you are wearing fit the occasion.</blockquote>
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2. Focus on Interests Rather than Positions.</div>
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<span style="color: red; font-size: large;">♥</span> Often in an argument, we take a position and dig in. The problem is the other person has done the exact same thing. Stop focusing on positions and find the common interests. In a romantic relationship, the pervading interest is the preservation and growth of the relationship that is often bogged down by the details of everyday life. It’s difficult to keep the romance alive amidst colicky babies, recycling, burnt dinner, laundry, and work. Nine-to-five has become a mythical legend along with Santa and the Tooth Fairy. The truth is someone has to get the toys and put them under the tree and wake up at 3AM to put money under the pillow. Deciding who does that is a negotiation but the common interest is the happiness of the child. Instead of declaring, “It’s your turn” and rolling over, begin the conversation with how adorable that toothless grin is and how surprised the child will be in the morning. This conversation is more likely to lead to you both wanting to be the one who causes that.</blockquote>
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3. Generate Possibilities for Mutual Gains.</div>
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<span style="color: red; font-size: large;">♥</span> There’s a reason we have two ears and only one mouth: we should listen twice as often as we speak. When brainstorming solutions listen, really listen, to what the other person is saying. Once you hear their concerns, you are better able to address them with a solution based on mutual gain. There are many solutions to any given problem. It’s a relationship, not algebra! You may both be saying the same thing just differently but you won’t know that unless you listen.</blockquote>
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4. Act on Solution-Based Principles and Objective Criteria.</div>
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<span style="color: red; font-size: large;">♥</span> In your relationship dance, who leads? If you’ve never asked that, it’s probably you. When the power dynamic favors one partner over the other, it is necessary to utilize objective standards for settling disputes. Play and fight fairly and you can protect the relationship even while arguing. Do you really want to manipulate your partner into something when a persuasive conversation on the merits of your idea will suffice? </blockquote>
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And for Good Measure: Remember the Puppy Principle.</div>
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<span style="color: red; font-size: large;">♥</span> When you leave work, work has not necessarily left you and before you can take off your coat, you are bombarded by the household’s obligations and expectations. Try this: for the first ten minutes after your loved one walks through the door, approach them with love, excitement and enthusiasm (think puppy). Don’t bark demands or utter a complaint. Smile with your whole heart that you are together again (like after the first few dates) and allow a moment for both of you to bask in the joy of appreciation.</blockquote>
</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-10091189199231552542012-02-06T12:47:00.000-07:002013-02-14T19:02:37.391-07:00Community Mediation Webinar Series<div dir="ltr" style="text-align: left;" trbidi="on">
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NAFCM is bringing all the latest in community mediation direct to you! Through the new <a href="http://www.nafcm.org/about/programs/webinar" target="_blank"><span style="color: blue;">Community Mediation Webinar Series</span></a>, you can connect with the latest discussions, leading research, and inspiring topics, all from the convenience of your own office!</div>
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Staying current couldn't be more convenient! We realize budgets are strained, travel expenses have been excised, and time out-of-office is a decreasing luxury for many program administrators. That's why we're brining conference-quality trainings direct to you! Even better, we're making each webinar <b>FREE for current NAFCM members</b>! Non-members can register for only $20 per event or, better yet, <a href="http://go.nafcm.org/Join" target="_blank"><span style="color: blue;">join NAFCM</span></a> to save even more!</div>
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Check out the <a href="http://www.nafcm.org/about/programs/webinar" target="_blank"><span style="color: blue;">initial list of webinars</span></a> and stay tuned for new additions arriving regularly throughout 2012. Don't miss out, registration will be limited to only 20 seats per event!</div>
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In community,<img src="https://mail.google.com/mail/u/0/images/cleardot.gif" /></div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" style="text-align: left;" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <a href="http://www.nafcm.org/" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-4815428959719097432012-02-03T17:35:00.002-07:002013-02-14T19:02:55.263-07:00D+I Week 3: Resources to Equip Our Commitment<div dir="ltr" style="text-align: left;" trbidi="on">
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The third week of NAFCM's <a href="http://blog.nafcm.org/2012/01/diversity-inclusion-within-community.html"><span style="color: blue;">Diversity + Inclusion Discussion Series</span></a> is now a wrap. This week's theme: "Resources to Equip Our Commitment" was focused on ensuring our principled aims are supported by accessible resources, insightful research, and local connections. Toward that end, our Series facilitators posted a range of interesting discussion prompts and compiled an initial set of helpful resources. Review the complete list of daily discussion prompts (below the break) and recommend additional adr-related diversity resources in the comments below.</div>
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This week also saw the release of NAFCM's <a href="http://go.nafcm.org/D+Isurvey" target="_blank"><span style="color: blue;">Survey on Diversity + Inclusion within Community Mediation</span></a>. This Survey is an ambitious, first-of-its-kind undertaking to purposefully and methodically collect information on how community mediation programs envision, engage, and excel in diversity and inclusion practices at the local level. To further inform and engender continued dialogue, results from this Survey will be compiled into a report from NAFCM's D+I Working Group and shared with the broader field.</div>
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In community,<img src="https://mail.google.com/mail/u/0/images/cleardot.gif" /></div>
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<a href="https://plus.google.com/104095051735105564411/about?rel=author" style="text-align: left;" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
<span style="text-align: justify;">Executive Director,</span><span style="text-align: justify;"> </span><a href="http://www.nafcm.org/" style="text-align: justify;" target="_blank"><span style="color: blue;">NAFCM</span></a><br />
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<b style="font-weight: bold;">Date</b><b>: </b>January 30, 2012</div>
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<b style="font-weight: bold;">Facilitator</b><b>: </b><a href="https://plus.google.com/u/0/113241262680363071539/posts"><span style="color: blue;">Justin R. Corbett</span></a></div>
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<b style="font-weight: bold;">Topic</b><b>: </b>D+I Survey & Resources to Enhance Diversity</div>
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<b><b>Intro</b>:</b></div>
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Welcome to the third week of our shared conversation on diversity and inclusion within community mediation! Our first week celebrated our progress, the second: opportunities for continued growth. This week, we are seeking to equip you for the important work ahead. Beyond the broad conceptual endorsement of D+I within our ranks, there remains the tangible need for specific tools to help us holistically, methodically, and purposefully actualize our aims. Throughout the ensuing week, we invite you to share and discuss specific resources, research, tips, and experiences which can inform and enhance our diversity and inclusion practices. Some of the resources we'll discuss will be directed toward community mediation and/or the broader ADR field. Most, however, will draw wisdom from more expansive fields of practice such as the nonprofit, public administration, and other aligned realms. Through your contributions over the following week, we hope to amass a wide collection of diversity and inclusion-related resources. Once collected, we will host the aggregated resources on the D+I Working Group's forthcoming web page. </blockquote>
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Introducing the week's first such resource, NAFCM is pleased to release its <a href="http://go.nafcm.org/D+Isurvey"><b><span style="color: blue;">SURVEY ON DIVERSITY + INCLUSION WITHIN COMMUNITY MEDIATION</span></b></a>. This Survey, designed for program administrators, seeks to inform a more nuanced understanding of how we envision, engage, and execute the complex issues of culture, diversity, and inclusion. I strongly encourage all community mediation programs to complete this survey! In appreciation for completing the Survey, <u>NAFCM will provide responding member programs with a personalized report on how their responses compare both to our larger network, as well as to recent U.S. Census data from their own specific communities</u>. These personalized reports will help programs better understand and promote their progress toward embracing diversity and inclusion. </blockquote>
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(In releasing this Survey, I readily and humbly acknowledge the impossibility of roundly quantifying culture or counting all that which truly counts. Still, the broad information gathered through this Survey can help further inform and motivate deeper examinations of self and service within our wonderfully complex communities. After completing the survey, I welcome recommendations on how this resource may be improved and/or supplemented for future uses.)</blockquote>
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<b><b>Discussion Prompts</b>:</b></div>
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<u>Organizations</u></blockquote>
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<li style="text-align: justify;">Please complete the <a href="http://go.nafcm.org/D+Isurvey"><span style="color: blue;">Survey on Diversity + Inclusion within Community Mediation</span></a>. </li>
<li style="text-align: justify;">What resources and/or research would be most helpful as you continually invest in your D+I efforts? </li>
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<u>Individuals</u></blockquote>
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<li style="text-align: justify;">As a volunteer or Board member, what specific D+I-related resources would further your capacity to serve your clients and/or your organization (e.g. additional training, readings, support/discussion groups, etc.)?</li>
<li style="text-align: justify;">Beyond our field, what other professional practice areas do you feel serve as strong examples of D+I advocacy? What specifically do they do to warrant exception?</li>
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<b style="font-weight: bold;">Date</b><b>: </b>January 31, 2012</div>
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<b style="font-weight: bold;">Facilitator</b><b>: </b>Malcolm White</div>
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<b style="font-weight: bold;">Topic</b><b>: </b>D+I Resources</div>
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<b><b>Intro</b>:</b></div>
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</b>
<br />
<div>
</div>
</div>
<blockquote class="tr_bq" style="text-align: justify;">
As an organization or a member of a local Board of Directors, where do you go to research issues of Diversity and Inclusion (D+I) in the field of ADR? With the advancements of technology, we all have new available information at our finger tips. Because D+I may now be a fresh topic for the new administrators in the field where do you go to gather the data or articles' to share with others?</blockquote>
<b></b><br />
<div style="text-align: justify;">
<b><b>Discussion Prompts</b>:</b></div>
<b>
</b>
<br />
<blockquote class="tr_bq" style="text-align: justify;">
<u>Organizations</u> </blockquote>
<blockquote class="tr_bq">
<ol>
<li style="text-align: justify;">What are your go-to resources for D+I?</li>
</ol>
</blockquote>
<blockquote class="tr_bq" style="text-align: justify;">
<u>Individuals</u></blockquote>
<blockquote class="tr_bq">
<ol>
<li style="text-align: justify;">Consider attending the <a href="http://law.capital.edu/adr/" target="_blank"><span style="color: blue;">National Conference for Minority Professionals in Alternative Dispute Resolution</span></a> at Capital University (Columbus, OH) on May 14-16, 2012.</li>
</ol>
</blockquote>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>Date</b>: February 01, 2012</div>
<div style="text-align: justify;">
<b style="font-weight: bold;">Facilitator</b><b>: </b><a href="http://www.linkedin.com/pub/clay-fong/1/818/378" target="_blank"><span style="color: blue;">Clay Fong</span></a></div>
<div style="text-align: justify;">
<b style="font-weight: bold;">Topic</b><b>: </b>Tapping into Local Resources</div>
<b></b><br />
<div style="text-align: justify;">
<b><b>Intro</b>:</b></div>
<b>
</b>
<br />
<blockquote class="tr_bq" style="text-align: justify;">
Local organizations and people have been some of the most useful resources for the City of Boulder's Community Mediation Service in addressing inclusion and diversity needs. As a municipal agency, we have brought in staff and volunteers from other departments to assist with cases and strategizing around broader outreach and case-specific strategy development. We work closely with our municipal Office of Human Rights (we've built mediation into local ordinances regarding discrimination and wage theft), the police department's community affairs division (in particular, the Latino Community Liaision), and the city's volunteer Human Relations Commission - Commissioners have volunteered on cases for us, as have court translators. </blockquote>
<blockquote class="tr_bq" style="text-align: justify;">
We've also drawn on local affinity organizations such as the Boulder Asian Pacific Alliance and Intercambio (focusing on cross-cultural exchange through language working mostly with Spanish-speaking folks - they have also created an immigrant resource guide distributed nationally and translated into several languages). The Anti-Defamation League has been an ally in our school work, particularly with their "No place for hate" initiative. Staff will also use events such as cultural festivals, fundraisers, the annual MLK celebration, school events for students of color, and the county diversity awards dinner as venues for outreach and recruitment.</blockquote>
<b></b><br />
<div style="text-align: justify;">
<b><b>Discussion Prompts</b>:</b></div>
<b>
</b>
<br />
<blockquote class="tr_bq" style="text-align: justify;">
<u>Organizations & Individuals</u></blockquote>
<blockquote class="tr_bq">
<ol>
<li style="text-align: justify;">Who are current volunteers and staffers who can reach out to organizational and individual allies?</li>
<li style="text-align: justify;">What are the agencies, non-profits, and other local groups that can be allies in your D & I efforts?</li>
<li style="text-align: justify;">Are there events that you can use as recruiting and resource opportunities?</li>
</ol>
</blockquote>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>Date</b>: February 02, 2012</div>
<div style="text-align: justify;">
<b style="font-weight: bold;">Facilitator</b><b>: </b><a href="http://www.linkedin.com/in/charlesinchulchang" target="_blank"><span style="color: blue;">Charles Chang</span></a></div>
<div style="text-align: justify;">
<b style="font-weight: bold;">Topic</b><b>: </b>D+I Resources</div>
<b></b><br />
<div style="text-align: justify;">
<b><b>Intro</b>:</b></div>
<b>
</b>
<br />
<blockquote class="tr_bq" style="text-align: justify;">
Because resources are so scarce, I find that each resource is a precious commodity. To give a little backdrop on my organization, we are funded by Los Angeles County and we have goals that we have to meet. The main goal is the number of cases we resolve each year. Our secondary goal is to particularly help clients who speak an Asian/Pacific Islander language in our community program. Our youth program doesn’t have the ethnic/racial requirement. </blockquote>
<blockquote class="tr_bq" style="text-align: justify;">
So in order to make this happen, we need funding of course, but aside from that, the other two precious commodities are volunteers (who speak various Asian languages as well as English and Spanish) and referral institutions. The volunteers help us resolve the cases and the referral institutions bring us clients. For the volunteers, we mostly work with universities (clubs, career center, classes, job/intern fairs). For the referral institutions, we build relationships with non-profits, churches, government agencies, police departments, chambers of commerce). We have found that the greatest source of clients are from intake clinics. If there is an organization that has good foot traffic for its programs, we will piggy-back off of them and put a table where the foot traffic is and spend two to three hours one day out of the week doing intakes. Currently we do this at a church, a nonprofit organization’s health clinic, and at a day laborer center. We make sure to have a volunteer who speaks the appropriate language for that location. In the past we’ve also trained staff or volunteers at a nonprofit organization and church to be mediators and overseen their mediation program. This is the best because we can have a steady program somewhere with language capacity built in and we also take credit for the resolved cases. These organizations are like satellite offices. The only challenge is that the program and staff/volunteer is ultimately controlled by the organization and they can pull the plug whenever they want.</blockquote>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>Date</b>: February 03, 2012</div>
<div style="text-align: justify;">
<b style="font-weight: bold;">Facilitator</b><b>: </b><a href="https://plus.google.com/u/0/113241262680363071539/posts"><span style="color: blue;">Justin R. Corbett</span></a></div>
<div style="text-align: justify;">
<b style="font-weight: bold;">Topic</b><b>: </b>D+I Resource Quick Clicks</div>
<b></b><br />
<div style="text-align: justify;">
<b><b>Intro</b>:</b></div>
<b>
</b>
<br />
<blockquote class="tr_bq" style="text-align: justify;">
The importance of thoughtful, purposeful efforts toward enhancing diversity and inclusion within our field is roundly acknowledged. Knowing which resources will help us progress along that path, however, is unfortunately not as obvious. Below are a few important resources to get you plugged-in to the key thinking, relevant research, and helpful tools to advance your own D+I agenda. Starting with these links, I encourage you to dig deeper and discover even more tools that affirm our commitment, challenge our practices, and continue our collective leadership on diversity and inclusion within ADR and our broader communities. As you discover more, please share additional helpful resources with the group. </blockquote>
<blockquote class="tr_bq" style="text-align: justify;">
<u>Research/Readings</u> </blockquote>
<blockquote class="tr_bq">
<ul>
<li style="text-align: justify;"><a href="http://go.nafcm.org/D+Isurvey"><span style="color: blue;">Survey on D+I within Community Mediation</span></a> [NAFCM]</li>
<li style="text-align: justify;"><a href="http://goo.gl/surwF"><span style="color: blue;">Analysis of Diversity Trainings in U.S. CMCs</span></a> [Michigan Office of Dispute Resolution] </li>
<li style="text-align: justify;"><a href="http://goo.gl/TXoor"><span style="color: blue;">Impact of Board Diversity on CMCs</span></a> </li>
<li style="text-align: justify;"><a href="http://goo.gl/9zRkE"><span style="color: blue;">Nonprofit Governance Index 2010</span></a> (<i>especially pages 27-33</i>) [Board Source] </li>
</ul>
</blockquote>
<blockquote class="tr_bq" style="text-align: justify;">
<u>Websites/Miscellaneous</u></blockquote>
<blockquote class="tr_bq">
<ul>
<li style="text-align: justify;"><a href="http://www.mediate.com/diversity"><span style="color: blue;">Mediate.com articles on Diversity</span></a></li>
<li style="text-align: justify;"><a href="http://goo.gl/Lkp08"><span style="color: blue;">Diversity on Boards</span></a> [National Council of Nonprofits]</li>
<li style="text-align: justify;"><a href="http://goo.gl/gmV83"><span style="color: blue;">Volunteer Diversity Resources</span></a> [Energ!ze, Inc.]</li>
<li style="text-align: justify;"><a href="http://law.capital.edu/adr/"><span style="color: blue;">National Conference for Minority Professionals in ADR</span></a></li>
</ul>
</blockquote>
<b></b><br />
<div style="text-align: justify;">
<b><b>Discussion Prompts</b>:</b></div>
<b>
</b>
<br />
<blockquote class="tr_bq" style="text-align: justify;">
<u>Organizations & Individuals</u></blockquote>
<blockquote class="tr_bq">
<ol>
<li style="text-align: justify;">What are your go-to resources for D+I?</li>
<li style="text-align: justify;">What types of resources would you like to see included on NAFCM's forthcoming D+I Working Group webpage?</li>
</ol>
</blockquote>
<div style="text-align: justify;">
<b>RECOMMEND YOUR OWN RESOURCES FOR ADR DIVERSITY IN THE COMMENTS! </b> </div>
</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-77634939526373382592012-01-29T22:27:00.001-07:002013-02-14T19:03:08.747-07:00Community Mediation Diversity Survey<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="separator" style="clear: both; text-align: center;">
<a href="http://4.bp.blogspot.com/-NA4ufiJDcMA/TyYigHWXXyI/AAAAAAAAB8A/oTy6UQSMA14/s1600/D%252BI+Survey.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://4.bp.blogspot.com/-NA4ufiJDcMA/TyYigHWXXyI/AAAAAAAAB8A/oTy6UQSMA14/s1600/D%252BI+Survey.jpg" /></a></div>
<div style="text-align: justify;">
NAFCM is pleased to release its <a href="https://www.surveymonkey.com/s/6K52SYH"><span style="color: blue;">Survey on Diversity + Inclusion within Community Mediation</span></a>. This Survey, designed for program administrators, seeks to inform a more nuanced understanding of how we envision, engage, and execute the complex issues of culture, diversity, and inclusion.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
A first of its kind for community mediation, the D+I Survey includes a series of both quantitative and qualitative measures; seeking as detailed responses as parties have time to share. It also seeks to collect data along a number of common metrics of diversity within each of the program staff, Board member, volunteer mediator, and client contexts. This latter series will connect seamlessly with comparative data from the latest U.S. Census, allowing for a real-time assessment of how diversity within mediation programs mirrors that of their local communities'.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
In appreciation for completing the Survey, NAFCM will provide responding member programs with a personalized report on how their responses compare both to other community mediation programs, as well as to recent U.S. Census data from their own specific communities. These personalized reports will help programs better understand and promote their progress toward embracing diversity and inclusion.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Of course, it warrants note that while NAFCM anticipates the information gathered through this Survey, it readily and humbly acknowledges the impossibility of roundly quantifying culture or even counting all that which truly counts. Still, the broad information gathered through this Survey can help further inform and motivate deeper examinations of self and service within our wonderfully complex communities. After completing the survey, we welcome feedback on how this resource may be improved and/or supplemented for future uses. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
After you <a href="https://www.surveymonkey.com/s/6K52SYH"><span style="color: blue;"><b>complete the</b> <b>D+I Survey</b></span></a>, I encourage you to learn about and contribute to NAFCM's ongoing <a href="http://blog.nafcm.org/2012/01/diversity-inclusion-within-community.html" target="_blank"><span style="color: blue;">Discussion Series on Diversity + Inclusion</span></a>.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
In community,</div>
<div style="text-align: justify;">
<a href="https://plus.google.com/104095051735105564411/about?rel=author" style="text-align: left;" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
<div style="text-align: justify;">
Executive Director, <a href="https://plus.google.com/u/0/b/100888075025073334968/"><span style="color: blue;">NAFCM</span></a></div>
</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-76374113919315402602012-01-27T11:58:00.000-07:002013-02-14T19:03:20.719-07:00D+I Week 2: Identifying Opportunities for Growth<div dir="ltr" style="text-align: left;" trbidi="on">
<a href="http://3.bp.blogspot.com/-lxFBS-bpI0E/TxYB25XvM3I/AAAAAAAAB5o/eLkWDBSC_FU/s1600/D%252BI+Discussion+Series.jpg" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://3.bp.blogspot.com/-lxFBS-bpI0E/TxYB25XvM3I/AAAAAAAAB5o/eLkWDBSC_FU/s1600/D%252BI+Discussion+Series.jpg" /></a><br />
<div style="text-align: justify;">
We're wrapping up the second week of NAFCM's monthlong <a href="http://blog.nafcm.org/2012/01/diversity-inclusion-within-community.html" target="_blank"><span style="color: blue;">Diversity & Inclusion Discussion Series</span></a>. This week's focus encourages us to thoughtfully and constructively examine where the field has yet to achieve its aims of fully embracing diversity in all its measures. Throughout the week, we've entreated the community dispute resolution field to examine diversity from the client, volunteer, and staff/Board member contexts.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
I invite you to read this week's entire list of daily discussion prompts (<i>included below the break</i>). Then, share your own thoughts on these topics in the comments below.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
In community,</div>
<div style="text-align: justify;">
<a href="https://plus.google.com/u/0/113241262680363071539/posts"></a><a href="https://plus.google.com/104095051735105564411/about?rel=author" style="text-align: left;" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
<div style="text-align: justify;">
Executive Director, <a href="https://plus.google.com/u/0/b/100888075025073334968/"><span style="color: blue;">NAFCM</span></a></div>
<div>
<div style="text-align: justify;">
<br /></div>
</div>
<div>
<a name='more'></a><div style="text-align: justify;">
<b>Date:</b> January 23, 2012</div>
</div>
<div>
<div style="text-align: justify;">
<b>Facilitator:</b> <a href="https://plus.google.com/u/0/113241262680363071539/posts" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
</div>
<div>
<div style="text-align: justify;">
<b>Topic:</b> Identifying Opportunities for Growth</div>
</div>
<div>
<div style="text-align: justify;">
<b>Intro:</b></div>
</div>
<blockquote class="tr_bq" style="text-align: justify;">
This week's theme for our continuing D+I discussion series is "Identifying Opportunities for Growth." Each day, we will invite you to respectfully challenge any felt sense of exhausted accomplishment, and identify specific areas where we can and, indeed, must make even greater progress toward achieving our high values of diversity and inclusion. We have allotted a day each to categories focusing on volunteers, clients, and staff/Board members. (Of course, we invite these conversations to continue as long as they may be productively sustained.) Utilizing our skills as constructive communicators and with an acceptance of our shared responsibility on this front, we are hopeful this week's discussions will prove productively provocative, deeply honest, and insightfully macrospective.</blockquote>
<div>
<div style="text-align: justify;">
<b>Discussion Prompts:</b></div>
</div>
<blockquote class="tr_bq">
<div style="text-align: justify;">
<u>Organizations</u></div>
<ol>
<li style="text-align: justify;">As a field, where do you feel we have made the least amount of progress toward institutionalizing diversity and inclusion?</li>
<li style="text-align: justify;">As an organization within your unique community, what are your greatest challenges in respect to furthering diversity and inclusion?</li>
<li style="text-align: justify;">How, if at all, does the lack of comprehensive diversity and inclusiveness hamstring your program, our field, and/or our potential?</li>
</ol>
</blockquote>
<blockquote class="tr_bq">
<ol>
</ol>
<div style="text-align: justify;">
<u>Individuals</u></div>
<ol>
<li style="text-align: justify;">As a field, where do you feel we have made the least amount of progress toward institutionalizing diversity and inclusion?</li>
<li style="text-align: justify;">As a practitioner, what would you identify as the most important aspects of diversity and inclusion demanding the field's renewed attention?</li>
<li style="text-align: justify;">Do you feel your own diversity is adequately represented and welcomed within the broader ADR field? If not, how does this affect you, your perception of our field, and/or your ability/willingness to apply and further your skill sets? </li>
</ol>
</blockquote>
<blockquote class="tr_bq">
<ol>
</ol>
</blockquote>
<div style="text-align: justify;">
<b><br /></b></div>
<div style="text-align: justify;">
<b>Date:</b> January 24, 2012</div>
<div>
<div style="text-align: justify;">
<b>Facilitator:</b> <a href="http://www.linkedin.com/in/charlesinchulchang" target="_blank"><span style="color: blue;">Charles Chang</span></a></div>
</div>
<div>
<div style="text-align: justify;">
<b>Topic:</b> Opportunities for Growth: Client Diversity</div>
</div>
<div>
<br />
<div style="text-align: justify;">
<b>Intro:</b></div>
<blockquote class="tr_bq" style="text-align: justify;">
When televisions first came out, it was only in black and white. People thought it was the greatest thing. Then eventually, they were broadcast in color and no one would think of watching tv in black and white instead of color because the color gives it so much more richness and vibrancy. Well, in America, it’s not that simple. We are still in a struggle for racial dominance and racial survival. There are people who would like to see all foreigners go back to “their” country. Of course, except for Native Americans, everyone else is a foreigner, but those spreading the hate don’t seem to know their history very well, otherwise they would realize they are calling for themselves to be shipped back to where they came from. </blockquote>
<blockquote class="tr_bq" style="text-align: justify;">
Diversity brings richness like color did for the television, but there is a price because a lot of people are not comfortable with what they don’t know. And that’s what diversity is at the beginning: something they don’t know. That’s one of the reasons mediation can make a big difference in communities. Mediation offers individuals and communities a chance to understand differences whether they are due to race, gender, religion, or sexual orientation. I believe that people who are straight can come to accept people who are gay by learning about their struggles. Some people have too much fear to listen, but some people with open hearts can have compassion if not total understanding. </blockquote>
<blockquote class="tr_bq" style="text-align: justify;">
I work for an organization whose mission is predicated on diversity. We have a mission of providing mediation services to the diverse Asian/Pacific Islander (API) population. But we can’t serve the API population without serving everyone else since conflicts aren’t just with other individuals who are API. A few blocks from us is a day laborer center. We have an intake clinic there and take cases from the day laborers. Our peer mediation program has mostly been located in South Los Angeles and we’ve mostly served Latino and African American youth. We’ve built our reputation on serving these youth who are not Asian. Although I wish we served more API youth, I am proud that we can go into a school that is pre-dominantly African American and Latino and be able to propose our program to them without thinking I’m in the wrong place. I am in the right place at the right time and will be able to prove it to them. </blockquote>
<blockquote class="tr_bq" style="text-align: justify;">
I wish everyone could spend a week in my shoes and see the wonder that is Los Angeles. From serving a Korean senior that gives our young Korean mediators a hard time about their case, to the Chinese family that is trying to deal with their debt problems, to the African American family dealing with their housing issues, to the Latino youth that is trying to survive in school by standing up for himself because not fighting would ruin his reputation, we serve diverse populations with the same universal problems: surviving life. If you’d like to see diversity firsthand, you’re welcome to come visit my organization in Los Angeles. I’ll keep a light on for ya’. ;-)</blockquote>
</div>
<div>
<div style="text-align: justify;">
<b>Discussion Prompts:</b></div>
</div>
<blockquote class="tr_bq">
<div style="text-align: justify;">
<u>Organizations</u></div>
<ol>
<li style="text-align: justify;">How has diversity been addressed in your organization?</li>
<li style="text-align: justify;">How have you worked to ensure diversity among your mediators?</li>
<li style="text-align: justify;">How have you worked to ensure diversity among your clients? </li>
</ol>
</blockquote>
<br />
<div>
<div style="text-align: justify;">
<b><br /></b></div>
<div style="text-align: justify;">
<b>Date:</b> January 25, 2012</div>
</div>
<div>
<div style="text-align: justify;">
<b>Facilitator:</b> Malcolm D. White</div>
</div>
<div>
<div style="text-align: justify;">
<b>Topic:</b> </div>
</div>
<div>
<div style="text-align: justify;">
<b>Intro:</b></div>
</div>
<blockquote class="tr_bq">
<div style="text-align: justify;">
As a minority professional, my concern is that we are no longer sensitive to the benefits of balanced representation at the table of decision makers when making decisions related to developing access to ADR.</div>
</blockquote>
<div>
<div style="text-align: justify;">
<b>Discussion Prompts:</b></div>
</div>
<blockquote class="tr_bq">
<div style="text-align: justify;">
<u>Organizations</u></div>
<ol>
<li style="text-align: justify;">What is the cultural make-up of your volunteers, paid mediators, and mediation administrators?</li>
<li style="text-align: justify;">How does your mediation center compare with the diversity of your community? </li>
</ol>
</blockquote>
<blockquote class="tr_bq">
<ol></ol>
<div style="text-align: justify;">
<u>Individuals</u></div>
<ol>
<li style="text-align: justify;">Doe you feel individuals with English as a second language have the opportunity to grow as professionals in your ADR center?</li>
<li style="text-align: justify;">Are mediators being recruited, trained, and developed from cultural organizations (e.g. religious or civic groups)?</li>
</ol>
</blockquote>
<div>
<div style="text-align: justify;">
<b><br /></b></div>
<div style="text-align: justify;">
<b>Date:</b> January 27, 2012</div>
</div>
<div>
<div style="text-align: justify;">
<b>Facilitator:</b> <a href="https://plus.google.com/u/0/113241262680363071539/posts" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
</div>
<div>
<div style="text-align: justify;">
<b>Topic:</b> Opportunities for Growth: Staff & Board Members</div>
</div>
<div>
<div style="text-align: justify;">
<b>Intro:</b></div>
</div>
<blockquote class="tr_bq">
<div style="text-align: justify;">
Community mediation programs operate on lean (and often overextended) staffing arrangements. In fact, in relation to our overall impact, our entire field employs an impressively productive yet comparatively paltry 1,300 FTE staff members; averaging just three FTE employees per program. Given the modest class size of our professional administrators, the goal of representing the diversity within our broader communities is very challenging. How have we risen to this challenge and in what ways have we yet to achieve our goals on this front?</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Similarly, how diverse are our programs' Boards of Directors and Advisory groups? Do our Board rooms mirror local diversity in color, calling, culture, and other relevant classifications? Are we governed by the breadth of perspectives shaping our communities and informing our field?</div>
</blockquote>
<div>
<div style="text-align: justify;">
<b>Discussion Prompts:</b></div>
</div>
<blockquote class="tr_bq">
<div style="text-align: justify;">
<u>Organizations</u></div>
<ol>
<li style="text-align: justify;">What do you consider important measures of staff and Board diversity?</li>
<li style="text-align: justify;">When hiring new staff or recruiting new Board members, how important is diversity in your search?</li>
<li style="text-align: justify;">Are you confronted with any (local, field-specific, or other) structural impediments to achieving the level of staff/Board diversity you would prefer? </li>
</ol>
</blockquote>
<blockquote class="tr_bq">
<ol></ol>
<div style="text-align: justify;">
<u>Individuals</u></div>
<ol>
<li style="text-align: justify;">As a staff or Board member, how has your personal diversity been embraced (or under-utilized by your local program?</li>
<li style="text-align: justify;">Do you feel there are any characteristics of the community mediation field which work against its attainment of greater staff/Board diversity?</li>
</ol>
</blockquote>
<br />
<br /></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-73897838426713884862012-01-24T17:49:00.000-07:002013-02-14T19:03:33.439-07:00Press Release and Open Letter for NY CDRCs<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-size: x-large;">NAFCM </span><span style="color: #990000; font-size: x-large;">♥</span>'s<span style="font-size: x-large;"> NY</span></div>
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Continuing our support for New York Community Dispute Resolution Centers' ongoing Mediation Postcard Campaign, NAFCM is distributing a <a href="https://docs.google.com/document/d/1vreKuHHu-OP7yT47IOraIZIrXSrnabYrWYoNtNqNmMI/edit" target="_blank"><span style="color: blue;">press release</span></a> and <a href="http://go.nafcm.org/Lippman" target="_blank"><span style="color: blue;">open letter</span></a> to NY's judiciary (<i>complete letter below</i>).<br />
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We encourage our colleagues throughout the field to show your support by <a href="https://www.cfsbny.org/programs/mediation/postcard.aspx" target="_blank"><span style="color: blue;">lending your name to the campaign</span></a> today!<br />
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In community,</div>
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<a href="https://plus.google.com/u/0/113241262680363071539/posts" target="_blank"></a><a href="https://plus.google.com/104095051735105564411/about?rel=author" style="text-align: left;" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <span style="color: blue;"><a href="https://plus.google.com/u/0/b/100888075025073334968/" target="_blank">NAFCM</a></span><br />
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January 24, 2012<br />
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The Honorable Chief Judge Jonathan Lippman<br />
New York State Court of Appeals<br />
25 Beaver Street<br />
New York City, New York 10004<br />
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Chief Judge Jonathan Lippman:<br />
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I am pleased to provide this letter in support of the critical work performed by New York’s Community Dispute Resolution Centers (CDRC) and in advocacy of the restoration of their funding by the judiciary.<br />
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As a deeply entrenched and valued state service, New York’s CDRCs daily lend their expertise to countless citizens facing all manner of destructive and harmful conflicts. Addressing issues ranging from commonplace nuisances to life-altering victimization, these programs generously share of their skills and resources for the benefit of all New Yorkers. Through their services, CDRCs empower individuals facing difficult situations to undertake collaborative dialogues that collectively serve to enhance entire communities’ quality of life. <br />
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Not merely relegated to abstracted impact, however, New York’s network of CDRCs produce real financial benefit throughout the state. These programs closely collaborate with local courts to provide expedient, durable alternatives to litigation which otherwise gum the wheels of justice and limit adversaries’ broader market impact. They reduce public expenditures associated with criminal recidivism, repeat calls for police service, and the reliance upon code enforcement to encourage neighborly conduct. These programs engage the state’s workforce; enhancing its conflict competence and reducing tension-induced productivity losses such as absenteeism. Through their work rebuilding relationships, relieving tensions, and realizing positive outcomes to anxiety- and stress-laden situations, conflict-related health care costs are also contained. Indeed, the accumulated and cascading financial savings achieved through CDRCs’ constructive conflict engagement are substantial and a necessary component of both near- and long-term judicial and broader state budgeting.<br />
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Unfortunately, despite these many contributions toward access to justice, economic impact, and quality of life, New York’s CDRCs’ very survivability is in great peril. Contained within the Court’s Fiscal Year 2012-2013 “Itemized Estimates of the Financial Needs of the Judiciary” (December 01, 2011) is the continuance of harmful reductions to the judiciary’s Alternative Dispute Resolution and Court Improvement Program. First enacted during Fiscal Year 2011-2012, these continued ablations promise to further diminish New Yorkers’ access to justice; generating various unintended consequences contravening the aforementioned benefits and further challenging the judiciary to take an even greater role in conflicts far beyond its preferred and qualified purview. <br />
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Comprising some of the State’s most accomplished mediation professionals, CDRC administrators acknowledge the need to balance varying legitimate interests during this necessary time of heightened fiscal responsibility. Uniquely equipped for such discussions, I strongly encourage you and your colleagues to seek out the wisdom represented in these accessible, professional, and pragmatic peacemakers. Their specialized knowledge of collaborative processes and exemplary skills in both facilitating difficult discussions and negotiating creative resolutions from narrow opportunity would surely benefit the Judiciary’s solemnly tasked leadership. Through direct contact with these judicial partners and a deeper appreciation for their critical contributions, I am confident a revised, yet prudent fiscal allocation -- commensurate with the ADR Program’s impact -- could be achieved. To expedite your ability to engage the citizens’ mediators, please review the State’s complete list of CDRCs currently serving New York in all of its 62 counties: <a href="http://www.nycourts.gov/ip/adr/cdrc.shtml"><span style="background-color: white; color: blue;">http://www.nycourts.gov/ip/adr/cdrc.shtml</span></a>. Of course, your own trusted advisors within the judiciary’s Office of ADR and Court Improvement may also speak to the exceptional, compelling work performed by these centers.<br />
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Whether through their skilled assistance or judicial reliance upon visioned action, I strongly encourage you to restore New York’s laudable, historic support for critical community dispute resolution services. Your decision to retain judicial and financial support for community mediation is an unequivocal endorsement of greater access to justice, the constructive resolution of conflict, and the pursuit toward increasingly peaceful New York communities. In these trying times, your support of CDRCs is desperately needed and supremely appreciated by the countless citizens benefiting from these programs’ many irreplaceable services. <br />
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Thank you for your considered attention to this important matter, Justice Lippman. If there is any additional information or support I may lend to further inform your important decision making, please feel to contact me directly. I also encourage you to seek the wisdom and explore the assistance of the aforementioned CDRCs currently serving your great State. <br />
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In community,</div>
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Justin R. Corbett<br />
Executive Director<br />
National Association for Community Mediation</div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-9152368420492761081.post-40350883190884867922012-01-20T13:31:00.000-07:002013-02-14T19:05:07.102-07:00D+I Week 1: Celebrating Our Progress<div dir="ltr" style="text-align: left;" trbidi="on">
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The first week of NAFCM's monthlong <a href="http://blog.nafcm.org/2012/01/diversity-inclusion-within-community.html" target="_blank"><span style="color: blue;">Diversity and Inclusion Discussion Series</span></a> is now coming to a close, but we're not yet ready to stop the conversation! Centered around this week's theme of "Celebrating Our Progress," listserve participants have been entreated by a number of daily topics and related prompts. For those not on the list, however, I'd like to open a concurrent communication channel through this post and its comments section. </div>
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Take a look at this week's daily topics and related prompts (below the break) and then share your comments on those that spark an interest.</div>
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In community,</div>
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<a href="https://plus.google.com/u/0/113241262680363071539/posts" target="_blank"></a><a href="https://plus.google.com/104095051735105564411/about?rel=author" style="text-align: left;" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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Executive Director, <a href="https://plus.google.com/u/0/b/100888075025073334968/" target="_blank"><span style="color: blue;">NAFCM</span></a></div>
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<b style="font-weight: bold;">Date</b><b>: </b>Wednesday (2012-01-18)</div>
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<b>Facilitator</b>: <a href="https://plus.google.com/u/0/113241262680363071539/posts" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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<b>Topic</b>: Celebrating Our Progress</div>
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<b>Intro</b>: </div>
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Community mediation in the U.S. is a wonderfully eclectic patchwork of 400 programs, 1,300 (FTE) professional employees, and 25,000 volunteers. As practitioners and programs we vary on nearly every measure of diversity. We come together, combining our expertise and our passion, to serve our communities with all manner of conflict-assistive and educational services. As a field, we've made incredible strides toward promoting and modeling inclusiveness within our programs and our communities.</div>
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Let us take this week to celebrate our progress! Consider the questions below and share your experiences, thoughts, and encouragement on all that we've achieved on the road toward ever-greater diversity and inclusion (D+I) within our field.</div>
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<b>Discussion Prompts</b>: </div>
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<li style="text-align: justify;">How have your organization's efforts to embrace D+I enhanced your services or extended your reach?</li>
<li style="text-align: justify;">Are there specific examples of how your D+I focus made a profound impact on your staff members, volunteers, or service recipients?</li>
<li style="text-align: justify;">Is there a specific vignette, policy, or practice from your program which encapsulates your commitment to D+I?</li>
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<u><u>Individuals</u></u></div>
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<li style="text-align: justify;">How has the community mediation field embraced and beneficially leveraged your own measure(s) of personal diversity?</li>
<li style="text-align: justify;">Are there specific examples of how your (embracing of) diversity positively influenced the outcome of a conflict?</li>
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<b>Date</b>: Thursday (2012-01-19)</div>
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<b>Facilitator</b>: <a href="https://plus.google.com/u/0/113241262680363071539/posts" target="_blank"><span style="color: blue;">Justin R. Corbett</span></a></div>
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<b>Topic</b>: Testimonials of Inclusion & its Impact</div>
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As we seek to achieve ever-greater diversity and inclusion, we're strengthened as a field, as organizations, and as practitioners. Volunteers representing new corners of our community bulster our credibility and perceived efficacy within certain conflict contexts. Staff and Board members with diverse backgrounds ensure our administration and governance is mindful of new populations and new areas of programming. The more we represent the rich diversity of our own communities, the more we engrain our services and endear ourselves to those who may benefit from them.</blockquote>
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<b>Discussion Prompts</b>:</div>
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<u>Organizations</u></div>
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<li style="text-align: justify;">How has your focus on D+I allowed you to reach and serve new populations?</li>
<li style="text-align: justify;">Share an example of how your diverse volunteer roster has lent credibility or perceived efficacy to your program.</li>
<li style="text-align: justify;">Are there other examples of how your D+I focus has made an impact on your organization? </li>
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<u><u>Individuals</u></u></div>
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<li style="text-align: justify;">How has mediator diversity made a positive impact within a mediation session?</li>
<li style="text-align: justify;">Does your personal diversity as a program staff or Board member influence organizational decisions?</li>
<li style="text-align: justify;">Are there other examples of how community mediation's D+I focus has made a positive impact on you as a administrator/practitioner? </li>
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<b>Date</b>: Friday (2012-01-20)</div>
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<b>Facilitator</b>: <a href="http://www.linkedin.com/pub/clay-fong/1/818/378" target="_blank"><span style="color: blue;">Clay Fong</span></a></div>
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<b>Topic</b>: Institutionalizing Inclusion - Organizational Accomplishments</div>
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How best to define organizational accomplishments pertaining to diversity and inclusion in a community mediation context? Is it enough to say that we have a certain number of staff and volunteers that represent a certain category of gender, race, or religious belief, to name a few key categories? Or does this smack of tokenism? I would suggest that there is a very real risk of just doing things by the numbers and it reminds of an experience I had in the mid-90s as a budding mediator. I was invited to be a restorative justice community member in a case involving an Asian family that recently immigrated to the United States. I pointed out to the program staff that I might not be the ideal person. Although my family origins are Asian, the clients were of a completely different culture and nationality. Also, I'm fourth generation on my Dad's side, so I didn't feel that I could adequately speak to their experiences, and I didn't want to be the privileged guy telling them what's what (an oversimplification, but I think folks get the point). I did the best I could in that case as a community, but I felt I was sometimes at odds with facilitators.</div>
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Thus begun my exploration of these issues. Fifteen years later, my responsibilities as a program manager have led me to explore issues of diversity and inclusion. Our program has a diverse base of staff and volunteers, but the number of volunteers who are of color or speak a language other than English shouldn't be the end point in weighing our accomplishments. Perhaps the measure should be more of whether a program's mediators can understand the cultural distinctions that come into play when working with a client from Chile in dispute with a client from Mexico. Or whether there's enough cultural sensitivity to address a client's declaration that they don't like people of the majority culture. When I was tapped as a community member a long time ago, I think that program had not accomplished that level of sensitivity and awareness, although they were certainly able to point to having minority volunteers and clients.</div>
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Of course, proactive outreach is another key part of organizational accomplishment. We've worked on building relationships with the City's Human Relations Commission and Office of Human Rights (mediation is built in as a component of both the city's wage theft and human rights ordinances), ethnic affinity organizations, the Anti-Defamation League, and the police department's Latino community liaison, among others. These are means to an end, and for my money, the greatest accomplishment is when historically underserved members of the community see us as an honest broker that can help them solve their problems. Once we move beyond the easily quantifiable, enhanced by building partnerships, and can make the distinctions between mediating in culture as opposed to just in language, can we point to meaningful organizational accomplishments.</div>
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<u>Organizations</u></div>
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<li style="text-align: justify;">What are the organizational accomplishments that you have achieved with respect to diversity and inclusion?</li>
<li style="text-align: justify;">In support of diversity and inclusion, who are key organizations and individuals that you have reached out to?</li>
<li style="text-align: justify;">What are your goals for the upcoming year regarding organizational accomplishments?</li>
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<u><u>Individuals</u></u></div>
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<li style="text-align: justify;">While today's topic focuses on organizational accomplishments, what can you individually contribute to your group's efforts regarding diversity and inclusion?</li>
<li style="text-align: justify;">What do you see as the biggest challenges to institutionalizing inclusion, and what are the best ways to address them?</li>
<li style="text-align: justify;">As an individual drawing upon your personal network of contacts, who can you recruit to assist with your organization's inclusion goals?</li>
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Unknownnoreply@blogger.com0