War Against Teen Violence Mission
Do you find it hard to express yourself?
I spent years terrified of expressing the truest part of who am I. I used to tell people that if I attended a party, I could easily walk to the nearest corner of the room, put my nose in the corner and I would feel the safe and happy until the party was over. I often offered my service in the name of hospitality (I could stand at the sink for hours washing dirty dishes) all because I feared expressing myself to the people in the room.
Although, I expressed that I was happy enough to stand in the corner because it would feel safe to my trembling heart, I wasn’t happy. I was lonely and sad. Often, I was desiring to escape the room because what I really wanted to do was to participate; laugh and enjoy the what I observed…
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A friend and I were talking about how different people work and how their different ways of focusing on a problem can lead to new problems even as they all work toward the same goal. It was an interesting insight, and I wanted to use it as a way of understanding how conflict in groups or teams can be generated without people even realizing the source.
Read full article: http://www.mediate.com/articles/SimpsonMbl20150130.cfm
Being an ambitious woman can be a lonely place sometimes.
The workplace is undoubtedly becoming more diverse. However, aiming to break through that “glass ceiling” can often seem daunting if you don’t have a mentor or a role model to inspire and give you confidence.
Having this confidence to be true to yourself is what distinguishes the women who have broken the mould from those who are yet to pluck up the courage. The most successful employers actively encourage this confidence, and it is this crucial aspect of the diversity culture that I would like to highlight in this article.
At Ambition, we have been running our “Women With Ambition” networking events and seminars since 2006. They are specifically designed to allow successful woman to share their experiences with others, inspiring them and engendering a belief that they too can follow along that path one day.
This is the sort of forum that doesn’t exist in many workplaces, but I would challenge that maybe it should? Wouldn’t it be great if there were more women mentors, specifically charged with helping their protégées overcome the hurdles that they had to? Wouldn’t it be great if more companies held diversity awareness events to highlight the untapped business opportunities that are being swept under the carpet? Not because they “had to”, but because they believed that it made a significant difference.
Our events are about sharing some common concerns and are equally well attended by woman and men. Lots of men welcome the benefits of gender equality and are interested in how to make the journey a little smoother.
Women should have the confidence to talk to close colleagues about their concerns – whether the colleagues are male or female. While it might be important to have a female mentor, getting a different perspective on issues can also often be of great value, and it is a great way to reach out across the “divide.”
Another more personal way of feeling a little more supported is sharing other people’s experiences through their blogs, and being supported by your employer in writing your own blogs. There are a huge number of potential role models out there who are more than happy to share their journey, and this is no less real than sitting in a room listening to their story. If anything, a blog is more condensed and the message more profound than listening to a 30-minute speech. Just reading a couple of blogs can give you the determination to get through a difficult day.
Increasing amounts of people have been there and done that. You can too.
I am personally delighted that we are see countless more female success stories now than we were when we launched the initiative in 2006. The glass ceiling has been broken to a certain extent, but it is fair to say that sections still remain. It will disappear yet further when employers do everything in their power to give their female employees the confidence to feel that they aren’t alone.
About the Author: Andrea Williams is the Managing Director of Ambition, a leading, boutique recruitment business operating within Finance & Accounting, Business Development & Marketing, Operations and Business Support in the Professional Services and Financial Services sectors. Based in London, Ambition UK covers entry to senior-level roles on a permanent, temporary and contract basis. To find out more, please visit http://www.ambition.co.uk.
Originally posted on LinkedIn Pulse
WHAT: One-on-one technique, in which a trained coach assists people to effectively
prevent or manage specific disputes and to enhance their conflict management skills.
WHEN: Each Thursday for 10 consecutive weeks – January 29 through April 2, 2015
Time: 10:30 AM – 12:30 PM, Central Standard Time
WHERE: Abobe Connect webinar online platform
COST: $1195.00 USD by check, money order or Paypal
For questions about the webinar, email Pattie Porter email@example.com.
Originally posted on LinkedIn Pulse
According to statistics, 80% of cases that come through Mediation are resolved.
What is Mediation and how does it work?
Mediation is a voluntary process by which two people come together to try to work out their differences with a neutral third person. Differences could mean, conflict, disagreement or dispute. The neutral person is known as the Mediator.
Mediation is very effective in resolving disputes for a number of reasons.
It affords people an alternative to litigation for the following reasons;
1. It saves time and money
Many litigants are unable to afford the costs associated with Attorney fees. Mediation is a good means or process to spend less money and still have your case heard. Litigation also can take weeks, months and even years to finish whereas in Mediation, you spend less amount of time because you, not the Mediator, are in control of the Mediation process.
2. Happy people
Parties in Mediation are happier and more satisfied with their decision or settlement because they had an input in the decision making. With Litigation or Arbitration, parties are bound by the Judge’s decision or Arbitrators decision.
3. Preserves relationships
When parties are in a conflict, it can sometimes lead to a misunderstanding and going of separate ways. Mediation helps to bring out the underlying issues in a conflict or dispute, thereby bringing an understanding between or among disputing parties. This understanding creates a continuing relationship among parties which also allows for teamwork.
Matters taken to and settled in court become public record however matters taken to and settled in Mediation are kept private. Only the Mediated Settlement Agreement is made public. Documents produced during Mediation are returned to parties.
Mediation affords disputing parties flexibility in choosing their Mediator, location, date and time to Mediate. Parties can reach a temporary agreement then come back after a couple weeks or months to finalize the agreement. The schedule of matters taken to court however are decided by the court.
6. Greater degree of control
Parties who negotiate their own settlements have more control over the outcome. This produces a mutual satisfaction with the agreement reached.
7. Higher rate of compliance
Parties who negotiate their own agreements are more likely to follow through and comply with the terms of their agreement. This is more likely than if their agreement was imposed by a third party.
8. Agreements that last over time
Mediated Settlements tend to hold up over time. If a conflict arises later, parties are more likely to utilize a cooperative form of problem solving to resolve their differences instead of pursuing an adversarial approach.