From the Community
This week we received an email from Emily Menn, Director of Education and Professional Development at the New York State Dispute Resolution Association that included information about 21 open dispute resolution positions located all over the US and in Canada.
In a subsequent email, she explains why she is sharing this info…
I went to law school to focus in dispute resolution. Talking with established practitioners, I consistently heard how wonderful the field is as a profession and how difficult it is to break in. I spent over six months after graduating in 2006 applying to positions all over the country. I was lucky enough to have the time to search extensively and the freedom to relocate to very rewarding job. But I realized that many of my peers leaving dispute resolution graduate programs might not have that luxury.
In searching I realized that there are a lot of opportunities to find work in dispute resolution–but uncovering them takes creativity and connections. I started the email list to make more career services offices aware dispute resolution, allow professors to pass resources to their students and to help educate individual job seekers about the types of positions available.
The job list hopefully will help the “third generation” of dispute resolution practitioners–those who are graduating from the myriad of law and graduate programs across the country–find meaningful work. In the next year, I would like to interview recent graduates to learn more about their ADR job search experience. At NYSDRA this spring, I’m working with Benjamin N. Cardozo School of Law to offer a mini-conference for students about careers in dispute resolution. Visit www.nysdra.org soon for more information.
Its a pretty long and information rich list of job opportunities, so instead of attempting to summarize it I just wrapped the whole thing up in a pdf file. If you’re looking for a job in this field, you might find something here. For future job listings, Ms. Menn invites individuals to join the list by emailing her at emily dot menn at gmail dot com with the subject “ADD TO JOBS IN DISPUTE RESOLUTION LIST”
21 Dispute Resolution Jobs (pdf file)
4 More Dispute Resolution Jobs (pdf file)
From the Community
NCDD member, Nancy Thomas, director of the Democracy Imperative at the University of New Hampshire, shares the following on her website…
To jump start your new year brains, you might want to watch or listen to Sanford Levinson’s interview with Bill Moyers. He talks about the failures of the US Constitution and why we need a national dialogue on what we mean by democracy. He says the most egregious defects in the Constitution include separation of powers and small state powers, “the almost certain presidential dictatorship that will follow a national crisis,” the electoral college, life tenure for Supreme Court justices. He calls for a constitution convention, preferably every 20 years. He wants to reaffirm the preamble (We the people…) and remind politicians that it is the credo for our political and social systems.
Levinson’s latest book is Our Undemocratic Constitution: Where the Constitution Has Gone Wrong and How We the People Can Correct It.
From the Community
The IBM Center for the Business of Government just released a 50-page report called A Manager’s Guide to Resolving Conflicts in Collaborative Networks. Written by our friends Lisa Bingham and Rosemary O’Leary, the Manager’s Guide report helps public managers navigate how to manage and negotiate the conflicts that may occur among a network’s members.
From an article at FCW.com by Florence Olsen about the guide:
New public policy research shows that managers can adapt to changing rules of governance in the public sphere by becoming, in essence, better listeners. Multiagency collaboration and decision-making demand a new kind of public manager, one skilled in negotiation, bargaining, collaborative problem-solving, conflict management and conflict resolution, according to a new report published by the IBM Center for the Business of Government. Among the managerial attitudes described in the report, adversarial is out, cooperative is in.
Negotiations across organizational lines in which no one person is in command demands a special attitude, said the report’s authors, Rosemary O’Leary, professor of public administration at Syracuse University, and Lisa Bingham, professor of public service at Indiana University at Bloomington. That attitude, they said, must be one of “understanding others when they misunderstand you, consulting others even if they appear not to listen…being non-coercive and not yielding to coercion, and accepting others and their concerns as worthy of consideration.”
Click on the guide’s title above to download the resource, or learn more about the guide in its NCDD Resource Center listing.
From the Community
BrooklynNVC’s (brooklynnvc.org) Brooklyn Nonviolent Communication News (via email) is out and announces all their upcoming programs and trainings. January features programs focusing on Empowered Communication, The Language of Compassion, Opening the Space for Transformation and Being Grounded in YES. You can find a complete calendar of their events online and learn more information about their organization at their website.
From the Community
Along with their new website, the Shambhala Institute (shambhala.org) has recently announced the expansion of the Authentic Leadership program they run in Halifax, Nova Scotia, to a venue in Ontario supported by a group of Shambhala Institute alumni to be run in Peterborough, 1.5 hours east of Toronto, May 4-7, 2008. This program is primarily directed towards Ontario residents and those who cannot attend the Halifax program. Susan Skjei and Ruben Perczek will also offer a two-day version of their module on Organizational Trust: Cultivating Authenticity, Commitment, and Collaboration in Ottawa, Ontario, April 22-23. More information about their programs can be found at their website.
From the Community
Just received an email from NCDD member Jim Rough with the dates of two upcoming Dynamic Facilitation seminars.
- Dynamic Facilitation Skills Seminar, Feb 5-7, 2008 Port Townsend, WA
- Dynamic Facilitation Advanced Seminar, Feb 8, 2008 Port Townsend, WA
- Dynamic Facilitation Skills Seminar, March 3-6, 2008 Frankfurt, Germany
- Dynamic Facilitation Advanced Seminar, March 7, 2008 Frankfurt, Germany
Other seminars for 2008 include events in Singapore, April 23-25, 2008, Nashville, June 4-6, 2008 and Frankfurt, Oct 21-24, 2008. There will also be events in London and Austin, and an additional event in Port Townsend later in the year. More information about these seminars can be found on the Dynamic Facititation website (tobe.net).
During the plenary sessions at the 2002, 2004 and 2006 National Conferences on Dialogue & Deliberation, we’ve showcased a number of great large-group D&D methods. We’ve used these methods to help reach our goals for the conference – helping participants incorporate their learning, network with one another, set priorities, shape the future of the D&D community, etc. Sometimes we stayed fairly pure with the process, and other times we adapted them in major ways to better suit our needs.
We have experimented with these methodologies at NCDD conferences so far:
- 21st Century Town Meeting (high-tech in 2002, low-tech in 2006)
- Conversation Cafe (2004)
- Future Search (2006)
- Inquiry Circle/Reflective Panel (2004 and 2006)
- Intergroup Dialogue (2002)
- Open Space (2006) and Birds of a Feather (2004)
- Playback Theatre (2004)
- Study Circles’ Action Forum (2002)
- World Cafe (2004)
Although we don’t want to commit to methods before we develop our theme and goals for the Austin conference, people are always suggesting methods that we should use – some of which we haven’t experimented with before. One of the things I’d like to do with the planning team this year is to host a series of conference calls featuring “guest speakers” who represent innovative methods we might want to consider using. This way, planning team members can benefit from a unique educational opportunity while we work on conference content AND strengthen NCDD’s relationship with some leaders in the field.
So far, the following methods and leaders have emerged as possibilities…
- Appreciative Inquiry (? – anyone know who would be a good spokesperson for AI?)
- Deliberative Polling (Jim Fishkin)
- Polarity Management (Barry Johnson)
- Wisdom Council (Jim Rough)
What other methods do people think we should consider using during our plenary sessions – and holding informative conference calls on?
From the Community
I just created something fun in ComicLife to accompany NCDD’s well-loved Engagement Streams framework. The framework is a series of two charts that helps people figure out which dialogue and deliberation method(s) best fit their circumstances – something practitioners always tell us they desperately need. The charts categorize the D&D field into four streams of practice based on your primary intention or purpose – Exploration, Conflict Transformation, Decision Making, and Collaborative Action – and show which of the most well-known methods have proven themselves effective in which streams. The second chart goes into more detail about 23 dialogue and deliberation methods, and includes information such as group size, meeting type and how participants are selected.
The image accompanying this post is a mini version of what I created – a one-page snapshot of the four streams that introduces the purpose for using each stream and lists some of the dialogue and deliberation methods that have proven themselves to be effective in each stream. Those of you who use the Engagement Streams framework to introduce community leaders, organization heads and public managers to their options are welcome to use this one-page handout as well. Might lighten things up a bit. Plus, diagrams always help, right?
Go to www.ncdd.org/streams to download the Streams framework in a couple of different formats, as well as this diagram and an additional handout.
Susan Clark and Jacob Hess are working to make the Austin conference more balanced in terms of political ideology. They are also looking for ways to facilitate and highlight liberal-conservative dialogue at the conference. Given our (not great) track record for attracting conservatives to past conferences, we are asking the greater D&D community to help us think of new ways to involve and identify conservatives who are committed to public engagement and conflict transformation.
Here are some of Susan and Jacob’s ideas…
- Identify and make visible dialogue projects that include conservative leadership – and/or explicit bi-partisan leadership.
- Plan a plenary session at the conference that provides a forum to address increasing polarization in the media and the need for dialogue between people with traditionally “liberal” and “conservatives” views.
- Identify and reach out to specific conservatives who are or could be interested in the work of NCDD.
One workshop idea is to use evaluation findings from the liberal/conservative dialogue course at the University of Illinois as a stepping off point for a discussion of how to “frame” dialogue in a way that avoids inadvertent cues that would turn off conservatives. And we thought you might enjoy reading this student’s quote about the class:
“Before this class, I went through the logic of conservatives and would think, “They have to be crazy!” From this experience, it’s great to know half of the world is not nuts. You don’t get this on TV—they’re goofy on both sides there. But from this class, I better understand now the conservative logic; I may not agree, but it makes more sense.”
Please share your suggestions on specific projects to highlight (in workshops, or as something to receive an NCDD award) and/or practitioners or community leaders who should be invited to the conference. We’d especially like to know aout dialogue projects that have conservative leadership – and/or explicit bi-partisan leadership. Plus we welcome any other suggestions you have on this issue.
From the Community
We’re pleased to help spread the word about Faculty for the Engaged Campus, a new national initiative of Community-Campus Partnerships for Health in partnership with the University of Minnesota and the University of North Carolina at Chapel Hill. The initiative aims to strengthen community-engaged career paths in the academy by developing innovative competency-based models of faculty development, facilitating peer review and dissemination of products of community-engaged scholarship, and supporting community-engaged faculty through the promotion and tenure process. The initiative, supported by a three grant from the Fund for the Improvement of Postsecondary Education (FIPSE) in the U.S. Department of Education, builds on the work of the FIPSE-funded Community-Engaged Scholarship for Health Collaborative of health professional schools that has been working to build capacity for community engaged scholarship (CES) on their campuses and among their peers nationally (Details at http://depts.washington.edu/ccph/healthcollab.html). (more…)