Here's a sample video from the Communication and Conflict youtube channel: Why Using I-statements Helps to Create More Effective Communication and Conflict Resolution!


Training in Mediation, Conflict Coaching 
Effective Communication
and Conflict Management

CAOS Conflict Management

I now provide training in Mediation Skills, Conflict Coaching, Conflict Management and Communication skills via my organisation CAOS Conflict Management. Click on the logo to find out more.

Click this link if you would you like to attend the next CAOS Conflict Management 6-day Mediation Skills Training Course in West London UK?

This video looks at some misconceptions regarding what is 'required' in order to become a Mediator:


This video goes into some detail about our 6-day Mediation Skills training course (at CAOS Conflict Management)



Here's an example of a training exercise to support Mediators and Conflict Coaches in responding appropriately to any comment made by a participant in a mediation or conflict coaching session. 


All of my training is based on the Principles of Effective Interpersonal Communication discussed on this website and is underpinned by the Underlying Philosophies of Mediation, also expanded upon within this site.

This was a very successful workshop, feedback described the day as “fun”, “interesting” and “informative” with a “superb” trainer who had a “very thoughtful approach”. 100% of our attendees said they had enjoyed the course and they would recommend it to colleagues.
TM, Business Development Manager - West London

The training focuses on exploration of the use of the communication skills of Listening, Summarising and Questioning, an understanding of the Principles of Effective Communication and looking at our approach to conflict as it arises.


My training is highly participatory in format and is experiential, drawing upon the contributions of those present to provide the 'material' for exploration and review in order to seek more effective ways of responding or communicating in difficult situations.

For specific training requests, please visit the CAOS Conflict Management website Contact Us page and submit details of your enquiry. 

I've provided training for the following organisations:

•Brunel University - Student Complaints Department - 6 day Mediator Training course. Also Managing Conflict in Teams training for staff and Conflict Coaching training for staff to provide conflict coaching for staff and students in the University.

•University of Plymouth - Student Complaints Mediation Training - 6-day course as well as consultancy for the establishment of a Complaints Mediation service.

•Harrow Samaritans - Questioning Skills workshops

•Eastern Region of Community Health Councils - Mediation Awareness and Mediation Skills

•Herts Young Homeless group - 6 day Mediator Training course

•Various Community Mediation services - Further/ Advanced mediation skills

•London Borough of Bromley: Special Educational Needs Mediation Awareness

•On behalf of Mediation UK: Special Educational Needs Practitioners workshop

•Lewisham Action for Mediation Project (LAMP), London - 6 day Mediator Training course

Other Training and Consultancy:

•London Borough of Hillingdon Federation of Tenants and Residents Association members: Committee skills training, Capacity Building workshops

•London Borough of Hillingdon staff: Introduction to Mediation and Related Skills

•Orchard & Shipman plc: Mediation Awareness and Communication Skills for responding to clients in non-actionable, low level anti-social behaviour disputes

•London Borough of Hillingdon Neighbourhood Wardens: Conflict Management

•Metropolitan Police, Hillingdon - Mediation Awareness Training for Police Officers and Police Community Support Officers in Safer Neighbourhood Teams

•Cranford Community College - Conflict Management Skills for Learning Mentors and Pastoral Support Staff

•Hillingdon AIDS Response Trust Staff - Conflict Management Skills for staff and volunteers

•De Montfort University, Leicester - Conflict Management Skills for student support staff

•Hillingdon Association of Voluntary Services - Dealing with Difficult Behaviour

For specific training requests, please visit the CAOS Conflict Management website Contact Us page and submit details of your enquiry.  

Click on the links below for descriptions of a sample of the kinds of exercises that might be included on a course or workshop:

4-Word-Build

Listening for Facts and Feelings

Does he take sugar?

The training involves individual work, pair work, group work, some games and in some workshops, art based work and dance may be incorporated. Preferences will be discussed with all clients at the time of commissioning.

"I did a 1 hour workshop where I presented your Facts and Feelings Listening Exercise. We learned so much about how we listen and the consequences of not listening well that I was asked to purchase your book and have another Listening Meeting.

My team just launched a project that could have whipped the team members and executives into a tremendous conflict. I required everyone to follow your rules for listening and it has been the best implementation we have had in 10years.

Thank you for your generous and comprehensive communications and conflict resolution information."

Angela - Information Technology & Systems VP


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Comments

Have your say about what you just read! Leave me a comment in the box below.

Train to be a Mediator in London, UK with CAOS Conflict Management.


Get the Guide!

Are you experiencing difficulties communicating with someone? Perhaps at work with your boss, or your colleagues, or at home with your partner, children or other family members?

Is there an unresolved conflict that you are struggling with?

Guide to Effective Communication and Conflict Resolution

Buy The Guide to The Principles of Effective Communication and Conflict Resolution for just $7, and learn the insights gained from the practices of Mediation and Conflict Coaching that can help you communicate better and create new ways to resolve your conflict.

There's also a FREE COPY of the e-booklet Listening, Summarising and Questioning - The Simple, Effective Skills of Conflict Resolution with every purchase of The Guide.

Some recent feedback on The Guide:

Dear Alan - I recently purchased The Guide which I think is excellent and highly useful in a personal and professional context. I am a teacher with the Skills Institute in Tasmania and I'm about to roll out communication training in Tasmania's only youth detention facility. I have an enormous amount of material regarding communication but none as succinct or as user-friendly as what you have developed.

Clare Thompson
Teacher-Human Services Skills Institute - Tasmania


Some more comments about this site.....

Hi Alan

It is refreshing to find reading material that informs and inspires and can provide a good resource for small organisations such as ours.

Anne Johnston - The Shropshire Housing Alliance Mediation Service


I did a 1 hour workshop where I presented your Facts and Feelings Listening Exercise. We learned so much about how we listen and the consequences of not listening well that I was asked to purchase your book and have another Listening Meeting.

My team just launched a project that could have whipped the team members and executives into a tremendous conflict. I required everyone to follow your rules for listening and it has been the best implementation we have had in 10years.

Thank you for your generous and comprehensive communications and conflict resolution information.

Angela - Information Technology & Systems VP


'What is a Bully?' Comment on article by Alan which was published on the Mediate.com website

Thank you SO MUCH for this article! It brings forward some very key points about the phenomenon of "bullying" which I have been pondering for some while. Among others, asking to what extent can/should the person on the receiving end of the bullying/perceived to be bullying take responsibility/initiate steps to shift the paradigm? How can this happen without implying that the recipient is somehow responsible for the bullying behavior?

To a certain extent the steps you suggest point to the strategies of NonViolent Communication: Observe and simply describe the behavior, understand and honor your own feelings and needs in the situation, and take responsibility for meeting them by making requests to change the situation.

There has been a significant upsurge of email traffic about bullying in the last year among the members of the Int'l. Ombudsman's Association (principally the academic sector). Much of the exchange, in my view, has tended to favor the stance of "recipient of the behavior as victim," without agency to change the situation, thereby perpetuating the problem and doing a disservice to all. I will be forwarding this article to my colleagues to spice up the conversation!

Laurie McCann, Campus Ombuds, Univ Calif Santa Cruz