WayneBlair, University of North Carolina at Chapel Hill
This program will address various ombuds practices and the key principles upon which those practices are based in government, in a corporation, and in a college or university, as well as how they use their legal training and experience. We will discuss the future of ombuds practice and describe areas where lawyers may be able to expand ombuds practices such as in the healthcare area and in larger law firms.
Concurrent Session C
Thursday, April 03, 20141:30 PM-Thursday, April 03, 20142:30 PM
This highly interactive presentation is designed to identify the natural extension of mediators into the Organizational Conflict Management consulting field. Mediators are well equipped to conduct conflict assessments, identify effective organizational intervention points, support culture change, implement Conflict Management Systems, and provide organizational consulting. Participants will learn several organizational assessment techniques, consulting tools and skills, and state-of-practice consulting technology with legal, practical, and theoretical grounding. The focus will be on assessment, facilitation of change management, and most importantly, conflict prevention. Participants will form small “consulting groups” and come away with new tools to assess and propose a CMS.
Concurrent Session E
Thursday, April 03, 20144:30 PM-Thursday, April 03, 20145:45 PM
ErinArcherd, The Ohio State Univeristy Moritz College of Law;
PhilipMoses, The National Center for Appropriate Dispute Resolution in Special Education (CADRE);
TimothyHedeen, Kennesaw State University
Dispute system designers recognize the importance of “upstream” interventions and initiatives to constructive conflict engagement. Careful examination and understanding of participant experiences and needs - parties and neutrals alike - can lead to smoother and more productive processes for all. This interactive panel will explore critical design and implementation issues that enhance parties’ participation and effectiveness related to early dispute prevention and conflict resolution processes. These considerations include cultivating culturally competent practices, participant preparation, points of entry, and implicit biases on the part of neutrals, among others. Empirical research on mediation, facilitation, and cultural competency will inform presentations and discussions.