CDR Associates Building Capacity Through Training

Building Capacity Through Training

CDR has an unmatched record of providing training in critical skills to organizations. These skills include interest-based negotiation and problem-solving, raising issues productively, effective communication, identifying causes of conflict and developing appropriate strategies and techniques for dealing with deadlocks. We train teams of internal dispute resolution specialists in coaching mediation and facilitation. We also develop and deliver tailored training programs in leadership and change management.

Projects

Supreme Court of Ohio, 2001. CDR Adapted the Domestic Abuse and Custody Mediation Training for Mediators curriculum originally developed by the American Bar Association Center on Children and the Law and the Academy of Family Mediators for use by trainers in Ohio. Provided an inaugural training for 60 court mediators, judges, court personnel, and domestic violence professionals regarding domestic abuse and mediation. The project, jointly developed by the Supreme Court and CDR, stressed that if the mediator determines there is a history of violence or a fear of violence by either party, mediation will not occur except in very specific and controlled situations. (Criteria for mediation include the survivor of the domestic violence requesting mediation, with the ability to bring an advocate or other support person; the mediator being skilled and experienced in mediating "violence cases;" and the parties having the capacity to mediate without fear of one another.) CDR facilitated several discussions among safe-house staff, court staff, mediators and other service providers on topics including the enhancement of conflict management services, and the strengthening of coordination between service providers and the justice system.
For more information contact Judy Mares-Dixon and Bernie Mayer . United Airlines. CDR worked with United Airlines (UAL) to design a conflict management training program specifically for managers and Team leaders, as part of a larger three- to five-week supervisory training curriculum. This ongoing management training program has been conducted over 30 times for management staff in Flight Operations, Customer Service, Ramp Service, Cabin Service, Reservations, Maintenance Operations, Information Systems Division, Mileage Plus, and Customer Satisfaction. CDR trainers also designed and conducted mediation training for the cadre of internal United Airlines Mediators. CDR staff continue to serve as mentors for these internal mediators.

MediaOne. CDR assisted MediaOne in revising and enhancing its existing Employee Dispute Resolution System. MediaOne is located in eleven states across the country and employs 14,200 individuals. CDR developed and delivered a train-the-trainer program that teaches employees at all levels to utilize the new system. CDR assisted human resource personnel and managers at MediaOne to more effectively anticipate conflict, pre-empt conflict, and resolve specific disputes.

Levi Strauss & Co. CDR provided skills training in conflict management, mediation, and arbitration to Levi Strauss employees. CDR assisted Levi Strauss in designing and implementing a pro-active dispute resolution process to be used by front-line supervisors and employees to handle conflicts at the lowest appropriate level and prevent them from escalating within the corporation. The system empowered employees to resolve their conflicts directly without intervention. It also provided for informal coaching by fellow employees. CDR also delivered additional training for those employees designed to train others in the company to implement the new system.

U.S. Department of the Interior. CDR served as a consultant to the Department for the development of its Conflict Resolution Program Policies (CORE), and designs and delivers alternative dispute resolution training for the nine bureaus that comprise DOI in the areas of negotiation, coaching, facilitation, and mediation.

Air New Zealand. CDR designed and delivered a conflict management course to senior managers covering interest-based negotiation, advanced communication skills, managing cultural issues in the airline industry, strategies for enhancing labor management negotiations, and strategies for selecting and utilizing third-party neutrals to resolve complex disputes.

New Zealand Employment Mediation Service. CDR designed and delivered a 40-hour mediation course for experienced mediators and arbitrators which focused on assisting them to make a transition from a directive, shuttle approach to an orchestrated, interest-based approach to mediation.