Insights

Hello November! The year may be winding down, but it certainly is not over.  It may seem to have little left to offer in time and opportunity; however, not for you!  As long as the year is not over, then there remains more time than you think, to learn, adapt, and make progress.  Your story […]

The Roundtable also functions as  Thinktank, promoting and advocating the advancement, art, development, practice, principles, and process, of Mediation.

Whenever a third party acts to effect an agreement or reconciliation between other parties,  – whether friends, business partners, couples, even total strangers – the process would rightly be called mediation.  In International Law, when one power uses its good offices to get a peaceful settlement between disputing nations or powers, this also is mediation.

Conflicts are inevitable. It is therefore expedient, before they occur, to have a plan, a strategy for resolving them in a way that minimizes business disruptions, saves both money and time; especially, executive time.  The strategy should include preservation of relationships and reputation, both personal and corporate.  Such a plan and strategy are no longer

As we have noted earlier, conflicts of parties’ respective interests and needs are inevitable during those transactions that fuel a successful business.  They will invariably arise over the inception, interpretation, performance, expectations, or even termination, of the contracts underlying those transactions.  If these conflicts are not properly recognized, addressed, and resolved some way or the

Relationships are the bedrock of human society.  As humans, we cannot do without relationships.  Relationships are of a wide variety and include: buyer-seller, employer-employee, husband-wife, parent-child, professional-client, service provider-service receiver, importer-exporter, borrower-lender, and friend-friend.  These relationships can be simple or complex.  Whatever the case, they are undergirded mainly by the parties’ respective interests and needs,

Conflict Coaching is the set of skills and strategies that support peoples’ ability to engage in, manage, or productively resolve conflict.  The conflict coach often works one-on-one with the coachee, who is experiencing conflict with another person.  It is useful in dealing with workplace disputes or business conflicts.  Among many other benefits, conflict coaching helps

The purpose of this post is to highlight some of the mediator’s roles to better comprehend what the mediator can do and how it might be useful. This is because there is a lack of understanding about the roles of the mediator, and this has led to little or no use of mediation in jurisdictions. This post was