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!


Skills Training in Mediation, Conflict Coaching and Effective Communication from CAOS Conflict Management - based in London UK

CAOS Conflict Management - skills training

I now provide skills training in Mediation, Conflict Coaching, Peer-to-Peer Resolution support and Effective Communication via my organisation CAOS Conflict Management in the UK. 


Click this link if you would you like to attend the next CAOS Conflict Management 6-day Mediation 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)




Click on this link if you would like to train in the CAOS Model of Conflict Coaching. This is a 5 day course usually held in West London, UK and spread over a 3-day session followed by a 2-day session about 3 weeks later. 

See the video below about Conflict Coaching provided by CAOS Conflict Management: 


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 skills 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 Mediation Skills 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

•Wyre Forest Nightstop - 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
  • Exeter University - Peer-to-Peer Resolution Facilitation Skills for supporting resolution of student accommodation conflict
  • Norwich University of the Arts - Peer-to-Peer Resolution Facilitation Skills for supporting resolution of student group work conflict

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.

Are you UK based and are looking for mediation, conflict coaching or training in communication and/or conflict resolution related issues?

If so, please contact Alan via his organisation website at CAOS Conflict Management 


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


A Guide to Effective Communication for Conflict Resolution

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

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