Podcasts about strauss institute

In episode 125, Coffey talks with Dr. Robyn Short about workplace mediation as a constructive approach to resolving conflicts.They discuss workplace mediation as conflict resolution tool; the cost of mediation vs. the cost of ignoring conflict; the role of HR in internal mediations; key aspects of a mediation program; what a mediation process looks like; preserving confidentiality in mediation; developing the skills necessary to facilitate a successful mediation; and how mediation works in remote work environments.Good Morning, HR is brought to you by Imperative—premium background checks with fast and friendly service. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for one recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest:Dr. Robyn Short is an organization systems design consultant, peace-building trainer, and mediator with expertise in restorative practices and transformative mediation models. Dr. Short works with individuals, corporations, and nonprofit organizations in discovering the root causes of conflicts, so they may transform their relationships and create new and productive paths forward individually, as teams, and ultimately as an organization. She also works with community leaders and political and governmental leaders to develop initiatives for building sustainable peace in areas of historic conflict. In this capacity, she has been featured in news outlets internationally. As the founder of three organizations, Dr. Short understands the challenges founder/CEOs face when operating at the intersection of passion and purpose. She is particularly interested in supporting leaders in creating purpose-driven organizations that are able to harness the benefits of our diverse workplaces by embedding dignity into all aspects of the business. Dr. Short has completed Warriors for the Human Spirit training — a 60-hour training program led by Margaret Wheatley to support leaders in harnessing compassion and insight as they navigate the complexities of a rapidly changing world. She is currently studying with Somatic Experiencing International to become a practitioner of the SE™ method — a body-oriented therapeutic model that helps heal trauma and other stress disorders. Dr. Short is the author of four books and has served as an adjunct professor at Southern Methodist University in the Master of Conflict Management and Dispute Resolution program, the Master of Leadership and Negotiation at Bay Path University, and the College of Innovation and Design at Texas A&M Commerce. She is a frequent guest lecturer at Pepperdine University's Strauss Institute for DisputeResolution and Creighton University's Master of Conflict and Dispute Resolution program. Dr. Short holds a Doctor of Liberal Studies degree with a focus in peace studies and systems design. She holds a Master of Art in Dispute Resolution from Southern Methodist University and a Master of Liberal Arts from Southern Methodist University with a focus in 15th century European history. She earned a Bachelor of Science in Psychology from Auburn University.Dr. Robyn Short can be reached athttps://www.workplacepeaceinstitute.comhttps://www.linkedin.com/company/65553248About Mike Coffey:Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year. Additionally, Imperative has been named the Texas Association of Business' small business of the year and is accredited by the Professional Background Screening Association. Mike is a member of the Fort Worth chapter of the Entrepreneurs' Organization and volunteers with the SHRM Texas State Council.Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).Mike lives in Fort Worth with his very patient wife. He practices yoga and maintains a keto diet, about both of which he will gladly tell you way more than you want to know.Learning Objectives:1. Understand the use of workplace mediation as a conflict resolution tool.2.  Understand the key elements of a workplace mediation program.3.  Create a plan to develop the key skills needed for mediators.

This week, we're joined by Heather Vaughn of the Strauss Institute for Civic Life at the University of Texas at Austin to discuss programs meant to teach students the power and challenges of civic engagement.

(https://www.theh2duo.com/wp-content/uploads/2019/04/Water-in-Real-Life-Dr-Larry-Schooler.png) Be sure to check out part one of our conversation with Dr. Schooler in EP051 (http://www.theh2duo.com/51/) first. Dr. Larry Schooler is the father of two and husband of one. He is also a mediator, facilitator, consensus builder, and public engagement consultant. He spent eight years developing and overseeing the public engagement division for the City of Austin, one of the first of its kind in the country. He is now director of consensus building and community engagement at CD&P, a Texas-based consulting firm. He’s also a senior fellow at the National Civic League and the Strauss Institute for Civic Life at the University of Texas, and a subject matter advisor for 100 Resilient Cities. He divides his time between Texas and Florida and enjoys long walks on the beach, long runs on marathon courses, playing the piano, and rooting for Houston sports teams. His first book, on public engagement in truth and reconciliation and how the public can help resolve big conflicts, is due out later this year. Top Takeaways: The nuts and bolts of public meetings– What are some things to come prepared with? What are some things to keep in mind? What are some things you need to have in mind to keep your head right if you are facilitating meetings? Empathy is at the core of effective communication. Communication isn’t a person with a megaphone, it’s a dialogue. Both parties in the conversation may not agree, but the conversation is necessary. Ultimately, that’s how change is made. People don’t always agree with every decision made that affects them, but they are more likely to be supportive or have trust in you and your organization if they were given an opportunity to have their voice heard and if their input was taken into consideration during the process. Show notes: [3:20] Stephanie’s worst-first-date analogy. Is only talking about ourselves and only about the negative things creating the mob killing the messenger vibe? [4:23] The agencies spending the time meeting with people when the temperature is average or low find public engagement to be a lot easier to handle than the agencies who only show up during a crisis. Relationships matter. [5:00] When people say “build trust” what they’re really saying is (a) show that you know what you are talking about and (b) demonstrate an effort to building a relationship–don’t remain a generic, faceless entity. [5:29] Meet people where they are. People are bringing their own perspectives to public meetings. Empathize with them. Talk about their feelings regarding the issue at hand.  Share perspectives. [6:55] “I’m not there to convince them they are mistaken. I simply need to share what this looks like from our vantage point and why it’s important to us, which hopefully leads you to hear it in a different way.” Larry, on his role as a facilitator. [7:17] Keep in mind that the natural reflex is defensiveness. Saying things like “no decision has been made,” even if it’s true, automatically makes people think a decision has been made. Understand this and be prepared. [8:26] The more an agency can anticipate and prepare responses, the better. Anticipate answers to Frequently Asked Questions. Come prepared to lead with empathy. [10:12] Ways to manage a “difficult” room. [13:19] Anecdotal story about handling heated conflict in the moment. [14:41] How do we get more people to show up at public meetings?  [15:16] Make it simple for your attendees. Larry gives us things to keep in mind when planning your meeting. [21:59] Larry explains how he develops facilitators. Yes, YOU can do this. *BONUS–Check out Larry’s facilitator pop quiz– Dr. Larry Schooler’s Facilitator’s Quiz...

(https://www.theh2duo.com/wp-content/uploads/2019/04/Water-in-Real-Life-Larry-Schooler.png) Dr. Larry Schooler is the father of two and husband of one. He is also a mediator, facilitator, consensus builder, and public engagement consultant. He spent eight years developing and overseeing the public engagement division for the City of Austin, one of the first of its kind in the country. He is now director of consensus building and community engagement at CD&P, a Texas-based consulting firm. He’s also a senior fellow at the National Civic League and the Strauss Institute for Civic Life at the University of Texas, and a subject matter advisor for 100 Resilient Cities. He divides his time between Texas and Florida and enjoys long walks on the beach, long runs on marathon courses, playing the piano, and rooting for Houston sports teams. His first book, on public engagement in truth and reconciliation and how the public can help resolve big conflicts, is due out later this year. Top Takeaways: How important your mindset is when developing your public engagement strategy–a little open-mindedness goes a long way. Ways Larry gets people over common hurdles of the fear of public engagement. His tip on how to diffuse a situation at a public meeting where you feel a little uncomfortable Larry reminds us not to assume everything is fine just because no one shows up to your public meeting. Plus is your communication a preventative care visit or is it a trip to the emergency room? Show notes: [7:07] Why do water utilities need to participate in public engagement? “People who are affected by a decision ought to be able to affect that decision.” [8:05] If you’re going to ask me to do something to change my habits or pay more for something or going to change the terms of the relationships we have as citizen or government, I think the outcomes are a lot better when the folks being affected are giving a chance to have a voice in it. [8:44] Going to a primary care vs. emergency room. There may not be a ton of urgency or motive to go to the primary care doctor but it’s a much more cost-effective way to handle your health than waiting to have to go to the emergency room that is usually extremely time consuming, expensive, and can be traumatic. [12:33] It’s about the abstract concept of trust building and the more concrete concept of relationship building. [13:30] Core Values Awards (https://www.theh2duo.com/72mc) by IAP2. A lot of the best practices are coming from Australia and Canada.   [15:13] “I’m willing to support this because the process was fair.” A member of the public spoke at council and said that even though they didn’t agree 100% with the recommendations the utility was given to council, they were willing to support it because they could tell that the process had been fair, people had been given the opportunity to give input, and all the sides were taken into consideration. [17:20] Go in with an open mind. Don’t begin a process with decisions made that you’re then going to ask the public to give an opinion on. That doesn’t mean that no decisions can be made because there will be areas that concern public health, public safety or finances that you can’t bend on completely. Only ask about the things that you would be influenced by what they told you. Make sure you then close the feedback loop and demonstrate what you did, based on the feedback you received. [20:09] Most of the time when cities or public utilities are looking for feedback, people are presented with technical information that isn’t easy for everyone to respond to. Keep it simple and basic so you don’t create a barrier for someone to give feedback. [23:21] Don’t assume just because no one shows up to your public meeting it means that everything is cool. [25:52] When agencies have gotten it wrong. Project delays and cancellations cost the city 15 million dollars. If you...

Victoria Pynchon took a mediation course that changed her business and her life, after having labored 25 years in contentious high stakes business litigation. Earning a degree in conflict resolution from the Strauss Institute, her business, SheNegotiates, prospers as it helps individual women close their own personal gender wage gap. “You can't be a bully or an asshole alone in your room. Both exist only in a relationship. We all have the opportunity to stop, talk, de-escalate. This can heal relationships. We fear having the conversations necessary to heal relationships because we are afraid of being shamed, or of making ourselves just a little bit vulnerable.”