If you feel that this website helps you in some way and you'd like to support the aim of promoting Mindful Communication, Growth Through Conflict please make a donation via the paypal Donate button below.
Promoting Mindful Communication, Growth Through Conflict.
Here is an example video from the channel:
A selection of podcasts by Alan Sharland, Creator of the Communication and Conflict Website.
To see more, visit the host page - CAOTICA - on Anchor.fm:
Communication, Conflict Resolution, Conflict Coaching, Conferences, Conversation, Complaints, Community, Creativity...And Other Stuff..including many other topics that arise from the world of Mediation and Conflict Resolution Support.
Alan Sharland is Director of CAOS Conflict Management in London, UK. He has been a Mediator since 1994 and now also trains Mediators and Conflict Coaches in skills that help people respond creatively to their unresolved conflicts - in the community, the family, the workplace, with organisations.
CAOS - Promoting Mindful Communication, Growth Through Conflict
WHY BULLYING INVESTIGATIONS DON'T WORK! Using the 'ACAS Guide to Bullying + Harassment' to explain why not!
A Guided Meditation and Visualisation to Help You Resolve Any Conflict in Your Life!
In the CONTEMPLATIONS ON CONFLICT series of podcasts - Alan Sharland introduces quotes, poems and other sayings relating to conflict and gives his thoughts on how they can be interpreted and their significance to his work as a mediator and conflict coach and also personally.
Contemplations on Conflict 1: "The Conflict Between Right and Wrong is the Sickness of the Mind"
Contemplations on Conflict 2: "Conflict is the beginning of consciousness." - Mary Esther Harding
Contemplations on Conflict 3: "The aim of an argument or discussion should not be victory but progress" - Joseph Joubert
Contemplations on Conflict 4 - Eckhart Tolle - ON A DEEPLY UNCONSCIOUS LEVEL, YOU DO NOT WANT POSITIVE CHANGE
For more podcasts, please visit the host page - CAOTICA - on Anchor.fm.
Join our new
(6 x 2 hour sessions on Zoom)
Learn about the CAOS Model of Conflict Coaching, the first to be developed in the UK in 2008 and one that does not have to be connected to ongoing mediation but can be simply a 'stand alone' support service for individuals.
Open to non-UK attendees - visit the link above for more details and to register your interest.
Train to be a Mediator in London UK with CAOS Conflict Management:
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? The following book can help you with that.......
A Guide to Effective Communication for Conflict Resolution introduces the 9 Principles that are also described on this site to help the reader develop a 'mindfulness' in relation to their communication in a way that supports the resolution of conflict. In this book
Alan shares his observations and learnings from working as a Mediator and Conflict Coach with regard to the ways that people become stuck in unresolved conflict but also how they go on to create more effective ways forward in their difficult situations.
"I think you put together so well all the essential components of
conflict transformation in a way which people can relate to and
understand. A brilliant book and I will recommend it to everyone." Jo Berry www.buildingbridgesforpeace.org
I work at a homeless shelter/rehab and I teach a class on community living. This is a new field of employment for me. I can use this site for ideas for the class I teach.
This is going to be very interesting and educational for myself as well as others.
This site is a big help. Thank you!
TM, Kentucky, USA
Working with 'Bullying'? - This may interest you….
Hello Alan Sharland
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?
Laurie McCann, Campus Ombuds, Univ Calif Santa Cruz
You have put together an awesome web site with lots of fantastic materials.
John Ford - Managing Editor Mediate.com
Hi Alan, ..... your site is great. I've been reading all the material and have to say its already made a difference in how I sort out/manage some of life's little problems. JH - West London, UK
This article is the BEST article on questioning I have ever read and I'd like, with your permission, to pass it along to our mediators.Your examples of both genuinely open and 'not-so-open' with explanations are very insightful.
ML - Canadian Govt. Agency
I have just spent hours on your site as I truly love the eclectic mix of reference material that you kindly share. From Gibran to Byron Katie and the fab youtube clips! I am making my free hugs poster as of now :-)
Anni with joyful smile :-)