Alberto Elisavetsky, representante de ODR Latinoamérica en
se encuentra con Sheila Purcell y con John “Jay” Welsh.
Sheila Purcell es la Directora y Profesora Especializada del Centro de Negociación y Resolución de Disputas de la University of California Hastings College of Law. Es experta en Políticas sobre Resolución Alternativa de Disputas (ADR), Diseño de Sistemas de Disputas, y Corte Internacional de ADR.
John “Jay” Welsh es el Consejero General de JAMS y ha tenido un rol destacado en el crecimiento de la Resolución Alternativa de Disputas desde 1991. También es uno de los fundadores de la Fundación JAMS y guía tanto la Fundación como el Instituto, que provee al panel de JAMS de neutrales con entrenamiento en todos los tópicos de ADR. Actualmente, Welsh lidera la iniciativa JAMS en mediación y arbitraje internacional.
The Association for Conflict Resolution (ACR) is seeking a dynamic and creative Executive Director to lead and enhance the organization. ACR is a non-profit membership association committed to educational activities that promote peaceful, effective conflict resolution, both nationally and internationally. The Executive Director will work closely with an active Board of Directors and will have a key role in being responsive to the needs of membership, fundraising, securing the financial sustainability of the organization, web-administration, Conference planning, and development of budgets and resources. Other duties include membership outreach, implementing programming/services for members, developing field-wide partnerships, working with ACR’s Sections and Chapters, and carrying out the day to day operations of the organization.
A successful candidate must have dispute resolution experience. Depending on applicants, this will be either a shared part-time or full-time contract position. Applicants are asked to indicate their preference.
Telecommuting is required and can be located anywhere although work is conducted in the Eastern time zone. Compensation will be commensurate with experience and responsibilities. To apply, please email a resume and cover letter in the form of a Response to Proposal by November 21, 2014 to email@example.com .
Association for Conflict Resolution
Fotografías del Curso de Resolución de Conflictos en Linea en la Escuela del Poder Judicial, dependiente del Supremo Tribunal de Justicia del Estado de Guanajuato México.
Fotografía con mis queridos alumnos, al cierre del curso.
En Escuela de Estudios e Investigacion Judicial Guanajuato Mexico con su director Maestro Tobias Garcia Tovar luego del cierre de la capacitación sobre Resolución de Conflictos en Linea.
Simulación comediación a distancia Escuela Poder Judicial Guanajuato México.
Apertura de las clases en la Escuela del Poder Judicial de Guanajuato, sobre Nuevas Tecnologías Aplicadas a la Resolución de Conflictos / Resolucion Electronica de Disputas/ Online Dispute Resolution (ODR/RED).
The Rezoud Corporation proudly announces the launch of Settle-Now™,http://www.settle-now.com/, an innovative platform to bridge the gap between the legal industry, the alternative dispute resolution community, and most importantly people in various types and stages of conflict.
Tampa, FL (PRWEB) June 10, 2014
The Rezoud Corporation proudly announces the launch of Settle-Now™, http://www.settle-now.com/, an innovative platform to bridge the gap between the legal industry, the alternative dispute resolution community, and most importantly people in various types and stages of conflict. Settle-Now™ is consumer centric and springs forth from our previously released dispute resolution process methodology, Technology-enhanced Dispute Resolution (TeDR™). Watch our brief video demonstration: http://youtu.be/vau0ObshgX8
Conflict is inevitable. The web has led to better customer service in almost every sector of our economy – except Dispute Resolution. In this global economy, virtually endless types of conflict are emerging many of which cross state and federal jurisdictional boundaries. We believe there is vast room for improvement in the way disputes are managed - that’s why we built Settle-Now™.
Settle-Now™ provides a non-confrontational, user-friendly platform to resolve virtually all types of dispute while saving time and money. Settle-Now™ is cloud-based platform that combines facilitated negotiation, case management, video conferencing (WebEx™, Skype™ and Go-to-Meeting™), algorithmic settlement calculators, and a dynamic database. It has an intuitive interface that operates on all leading web-browsers and virtually any device type.
Rezoud CEO/Founder, Dave Puckett; “Our primary objective with Settle-Now™ was to provide a revolutionary methodology and platform for consumers, attorneys, mediators, arbitrators and other professionals to collaborate to resolve all types of disputes either in advance of, or during, litigation. Many of our competitors see this as a pure technology approach however our model blends leading technology with a team of highly trained facilitators dedicated to help disputing parties settle their differences. We are uniting all Dispute Resolution professions to better serve disputing parties.”
Settle-Now™ allows for a 100% online approach for cases that are multi-jurisdictional, geographically disparate, multi-party, or multi-issue. If preferred, the system provides for face-to-face interaction or a combination of both. Settle-Now™ is scalable, secure, collaborative and customizable and is the long-awaited nexus for any dispute resolution professional who wants to unite and more effectively serve disputing parties.
Don’t Wait ….
We believe Settle-Now™ is disruptive innovation that will enhance customer service, increase settlement efficiency, reduce cost to consumers and provide a new service offering and revenue stream for professionals. The Settle-Now™ platform is based on market feeders for virtually every conflict type including: Family Law, Small Claims, Human Resource, Tort/Class Action, Personal Injury, Health Care, Financial Services, Energy/Environmental, Construction, HOA/Condo and Government. Our go to market plan is based on securing leading innovative law firms and industry and government partners across multiple vertical markets.
Contact us now to participate in our platform testing in advance of our full commercial launch on July 7th, 2014. The Settle-Now Corporation is a fully owned subsidiary of the Rezoud Corporation, an industry-leading technology service and education company focused on the dispute resolution industry. Please visit our website at:http://www.rezoud.com or send an email to: info(at)rezoud(dot)com
“Fights between founders are surprisingly common. About 20% of the startups we’ve funded have had a founder leave.” - Paul Graham, The 18 Mistakes That Kill Startups
Running a startup is hard. All the enthusiasm you bring into it when you begin can turn into frustration when things don’t work out as planned. And they almost never work out as planned.
It’s easy to start blaming other members of your team or your co-founders. Resentment starts to rear its ugly head. And before you know it, you loath to see the faces of your co-founders and team members.
Startups are high pressure environments
Working long hours with few resources. Uncertain outcomes.
Conflict is unavoidable. You’re building something. Creating something from nothing. There will be friction.
It’s how you deal with it that matters.
Ignore it? Ticking time bomb.
Fight it out? That can escalate, rather than resolve the conflict and damage the relationship with your team members.
Here’s a simple but powerful method to resolve conflicts and keep the entire team morale up during times when everything goes down badly.
Conflict Resolution Step By Step
#1 The Trigger
Someone irritates or frustrates you, makes you feel angry, upset, disappointed or hurt.
Calm down. Let your emotions cool down for a second.
Usually, when the bad feelings subside people tend to brush over it. “I’m not that angry anymore, so let’s not talk about it.” That’s exactly the wrong thing to do. Because this is the perfect time to talk about it. It’s still fresh on your mind and you remember it clearly, but not so fresh that you’re caught up in anger.
#3 Feel good
Put yourself in a positive emotional state.
#4 Initiate a conversation
Take that person aside and say:
Hey, I want to talk to you about something important for a minute. Can we do this now?
#5 State the facts
Objectively describe the situation that caused you to feel bad. Be neutral and detached when you explain exactly what happened.
Look, yesterday you said in front of the whole team: “Oh yeah, we should totally let our sales guy design the interface, and later I’ll ask my hairstylist to do a root-canal treatment for me.”
You objectively stated the facts and kept your own interpretation out of it.
#6 Express your feelings
Now you describe how that made you feel. Do this in a non-accusatory way. The goal is to clean the situation up, not to battle this out. Tempt them to explain themselves, not to defend themselves.
“I felt really belittled by that. I felt bad and humiliated in front of the others. I felt like you diminished my input and made me look stupid.”
You’ve described your subjective experience. And being so open about your emotions is disarming. It lowers their guard, which helps to clear the conflict quicker.
#7 Show them you value them
Before they respond, put it on top of their mind that this is not about winning or being right. This is about maintaining a good working relationship together.
“I really value you and enjoy working with you. That’s why I bring this up - I don’t want anything to stand between us. I want to talk this out with you so there are no hard feelings left. So I wanted to give you a chance to tell me how you saw the situation, and let’s clear this thing up.”
You’ve invited them to resolve this conflict with you in a positive way and lowered their defenses.
There are three kinds of responses you get. The most common response will be:
“Oh shit, sorry for that! That wasn’t my intention at all. I just said that because we were all stressed out and tense. I was just trying to loosen things up with a little laughter. I didn’t realize it made you feel like that, I didn’t mean to ridicule you at all. I’m super sorry pal!”
When you know the person didn’t mean it that way, it takes the emotion out of it. You also understand the other person better and get why s/he’s making that joke. And s/he’s understanding you better too and has more awareness of how this kind of joke makes others feel.
Now you realize this isn’t just about a stupid joke. There’s an actual underlying conflict. You have done something to upset the other person as well. Give them the chance to explain what caused it and what made them feel negative towards you so that it came out in this kind of passive aggressive way. Now you have a chance to talk about the real issue and resolve that rather than haggling about a stupid joke.
Now you know you’re dealing with a real idiot. Just walk away. Don’t waste your energy trying to build a relationship with them. This almost never happens. Hopefully you are selective enough about choosing the people you surround yourself with to never get into this situation. If you do, file it under ‘lessons learned’.
#9 Shake hands
When you cleared this thing up, shake hands. Celebrate that you’ve resolved this conflict together. You’ll often find that the other person is grateful you brought this whole thing up.
No conflict is too small
Do this with tiny conflicts too. In fact, the tinier the conflict, the better. Practice dealing with small conflicts so that you’re better prepared for more serious ones.
Avoid the kind of situation where you become so emotionally charged that you’re caught up in your own interpretations and escalate a conflict like this:
“You made a stupid joke about me. In fact, you always make stupid jokes, and you know why? Because you’re a stupid asshole!” - “What the fuck is wrong with you? If you don’t have any sense of humor and have zero self-confidence, that’s your fucking problem, not mine.”
Cause once you’re at that point, things are a lot harder to resolve.
Don’t pretend conflict isn’t there
Most people prefer to avoid or ignore conflict. Because it’s unpleasant. Because it’s scary. Because they don’t know how to turn conflicts into opportunities.
If you evade an issue, the negative emotions will keep simmering inside. These emotions will find a way to resurface in one of these two ways:
The “Suppress It And It Comes Out Somewhere Else” Syndrome
This causes a metastatic growth of petty conflicts. Engaging in these trivial arguments is pointless and destructive if you don’t address the real issue. Sometimes the other person isn’t even aware of the underlying concern, and it’s important to probe deep enough to unearth what’s really bothering them.
One person starts bad-mouthing the other behind their back to build an alliance against that person. Teamwork turns into politics, and from there on it’s a downward spiral.
That’s why it’s important to sort things out as soon as possible. Don’t let conflicts spread and grow.
Use conflict constructively
Resolving conflicts can be a strong bonding experience, it unites your team. You’ve faced and overcame a challenge together. You’ve fostered a better understanding between your team members. You don’t just solve a problem, but you enhance the communication in your startup, which is one of the most important things you can do when building a company.
Ahora las salas de mediacion online ( onsync ) que utiliza Odr Latinoamerica permiten mantener la reunión general & los caucus que se requieran!!!
Ahora las salas de mediacion online ( onsync ) que utiliza Odr Latinoamerica permiten mantener la reunión general & los caucus que se requieran!!!, es un avance extraordinario ya que los mediados pueden mantenerse en la misma conexión & el mediador puede salir transitoriamente a una reunión privada & retornar manteniendo el mismo enlace.
Las Odr avanzan!! presentare esta funcionalidad en nuestro encuentro online del miércoles 28 de Mayo: