Mediazione e risoluzione dei conflitti
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Mediazione e risoluzione dei conflitti
Ricerca e Sviluppo sulle tecniche di negoziazione e contrattazione
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Cultura Negoziale: come conciliare un accordo amichevole

Cultura Negoziale: come conciliare un accordo amichevole | Mediazione e risoluzione dei conflitti | Scoop.it
Cultura Negoziale: un e-book sugli strumenti di comunicazione e negoziazione per la conclusione di accordi e contratti
IforMediate's insight:
Come calcolare una WATNA? Cosa dire per uscire dall'impasse? Un libro per imparare a negoziare in modo pratico, applicando tecniche e strategie scientifiche
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Statistiche sulla Mediazione Civile per il 2017

Statistiche sulla Mediazione Civile per il 2017 | Mediazione e risoluzione dei conflitti | Scoop.it
Pubblicate le statistiche del Ministero della giustizia sull'andamento della Mediazione Civile nel corso dell'anno 2017
IforMediate's insight:
La mediazione continua a funzionare e ha ridotto i tempi della giustizia ordinaria!
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Esecuzione del Verbale di Mediazione

Esecuzione del Verbale di Mediazione | Mediazione e risoluzione dei conflitti | Scoop.it
Come porre in esecuzione un verbale di mediazione stragiudiziale civile e commerciale
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Se dovete mettere in esecuzione un accordo di conciliazione e non sapete come fare...
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Mediazione: chi non partecipa rischia la condanna alle spese anche se non soccombente

Mediazione: chi non partecipa rischia la condanna alle spese anche se non soccombente | Mediazione e risoluzione dei conflitti | Scoop.it
Per il Tribunale di Roma l'ingiustificata partecipazione alla mediazione disposta dal giudice viola il dovere di lealtà processuale
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When Faced with Conflict, Try an Introspective Approach

When Faced with Conflict, Try an Introspective Approach | Mediazione e risoluzione dei conflitti | Scoop.it

I wish he would just get fired. How is it that rational, good, understanding, kind, collaborative people like you and me can get so triggered by certain colleagues’ work performance that our minds race with how we want them to get out of our lives and work — in any way possible? We come up with long diatribes of the million and one reasons why they need to get their act together — or, better yet, disappear. We don’t care whether they get fired, get a different job, move away, whatever. We just know they’re causing us increased stress, and we want them gone. But what if the key to being free of this stress isn’t about them at all, but about us? In my research and experience as a time management coach, and in my work developing my new book, Divine Time Management, I’ve discovered that people often jump to blaming others in conflict. But instead of reducing their stress, having an accusatory mindset toward others only fuels the frustration. To defuse the situation and return to a place of peace, you must first examine your own contribution to the conflict — no matter how small. I understand that in the heat of the moment this is the last thing you want to do. You feel you’ve been so mistreated and are so offended that it’s extremely hard to see how any of this negative energy you’re experiencing may have anything to do with you. But when we take ownership of our reaction to others’ actions, we can be free to be happy and productive, no matter what they do. What does this look like in a practical sense? Here are a few tips that can help. Clarify exactly what happened. When you’re agitated by what someone did or didn’t do — whether your thoughts are racing or you’re even feeling physical tension — there’s most likely something below the surface. Examine the situation that got you so upset and explore the broader context. Ask yourself: Was something else going on in my life that had an impact on how I saw this event? Had something happened previously in this work relationship that affected how I saw this person? Am I tired, stressed, hungry, hot, or in any other way mentally, emotionally, spiritually, or physically not at my best? Identify any external factors at play, particularly those that might have nothing to do with your counterpart or conflict. Explore why it triggered you. Your emotional reaction to a situation with someone has more to do with you than with them. In my experience, when I respond in a negative way to someone, it signals my own hurt, insecurity, or fear. For example, if you are feeling confident about the projects you’re working on, your relationships with people at work, and your overall team performance, someone dropping the ball on a few things may slightly annoy you but won’t infuriate you. You’ll simply pull the person aside, talk about what got off track, develop systems to prevent the situation in the future, and monitor the situation from there. But when you’re feeling uncertain about your projects, believe that people think badly of you at work, and are insecure about your team’s performance, one little slipup could send you over the edge. Instead of calmly working with a coworker on improvements, you could end up lashing out at her or going behind her back to try to get rid of the problem. Identify what core insecurity or fear is causing you to respond so critically. Address your own fears. The only way to be truly free from overwhelming negativity and anger in our relationships — both personally and professionally — is to address our fears. I find that if I’m really upset at someone at work, the first thing I need to do is step back and see if I’m doing my job well. The humbling truth is that I sometimes find that although, yes, there are things I would like the other person to do, there are just as many items that are 100% within my own capacity to do that I’m not doing. When I shift my focus onto what I can do, rather than what my counterpart isn’t contributing, I use my time in a more productive manner. It also helps to acknowledge that, despite how I may feel in the moment, the world will not come to an end, no matter how my colleague behaves. I may want or prefer certain professional outcomes, but I don’t need them for life to be OK. Communicate with clarity and compassion. If you’ve addressed your own fears and recognize that there are legitimate issues that still need to be addressed, you can do so. But for the best results, focus on compassionate communication. Although you may want to unload on the person about how stressed-out and frustrated they made you, it’s unlikely to help the situation and it may put them on the defensive. Instead, clearly explain what happened, and describe what you would like to see change and why. The why shouldn’t be “Because you made me so mad that I wanted to spit,” but something like “When you turned in this report late, I ended up working until 1 AM and missed my son’s soccer game to meet the client deadline. For us to work together effectively, I need to receive reports on time from you.” Then move on to find a solution: “We’re a team, and I want us to work well together. Can you explain what happened, so we can work together on preventing this situation from happening in the future?” Will pointing the finger at yourself miraculously change your coworker into a paragon of productivity and alleviate any future conflict? Maybe yes, maybe no. I’ve had times when the people I work with do change their approach, and other times when it’s become clear that they’re not the right fit for the job and need to move on. But if you follow the steps above, I can guarantee that, even if you don’t like another person’s behavior, you can be released from the negative emotional charge around it.


Via Rob Duke
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Samara Taber's comment, November 12, 2017 9:06 PM
I found this article really affirming, as I work in a large interconnected team, where I am often helping to mediate small conflicts. I shared this article with a colleague and I hope we can discuss it in our next meeting.
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Empathy Neuroscience Conference -  Rome, Italy

Empathy Neuroscience Conference -  Rome, Italy | Mediazione e risoluzione dei conflitti | Scoop.it

Empathy Neuroscience: Translational Relevance to Conflict TransformationOctober 18-19, 2017Rome, ItalyThis conference brings together empathy neuroscience research to tackle a key translational challenge: its relevance for conflict transformation. It focuses on the idea that taking the other person’s perspective is ultimately necessary to resolve conflict; and that conflicts are perpetuated by adopting a single perspective. The conference considers the relevance of empathy neuroscience for policy makers working in conflict transformation.

The meeting will bring together an international panel of speakers drawn from outstanding scientists, clinicians, scholars, and charities, focusing particularly on the potential role of empathy in the Israel-Palestine conflict. The aim is to enable dialogue and a better understanding of empathy, and to promote the development of evidence-based interventions that foster empathy in conflict zones.


Via Edwin Rutsch
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Eredità: come evitare le liti tra fratelli

Eredità: come evitare le liti tra fratelli | Mediazione e risoluzione dei conflitti | Scoop.it
Le liti tra fratelli per l’eredità sono diffusissime, “all’ordine del giorno” secondo il consiglio nazionale del notariato. Per
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Corte di Giustizia UE: Avvocati Non Obbligatori in Mediazione

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OK alla condizione di procedibilità, ma KO alla presenza obbligatoria dell'avvocato...
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In the Child's Best Interest: What It Means in Move-Away Cases

Ask a family law court judge to name the most difficult type of case to decide and most likely she or he will say move-away child custody cases, whic
IforMediate's insight:
Un'occhiata alla Mediazione Familiare americana
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Faccia da social | Castelvecchi Editore

Faccia da social | Castelvecchi Editore | Mediazione e risoluzione dei conflitti | Scoop.it
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Share your insight
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Varato il progetto di Conciliazione e arbitrato per Enti Ecclesiastivi CAEE

Varato il progetto di Conciliazione e arbitrato per Enti Ecclesiastivi CAEE | Mediazione e risoluzione dei conflitti | Scoop.it
La Facoltà di Diritto Canonico della Pontificia Università Gregoriana, il 10.05.2017, ha tenuto a Roma, nella sua sede di Piazza della Pilotta, il (...)
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E-book: Cultura Negoziale - Nuova Edizione 2017

E-book: Cultura Negoziale - Nuova Edizione 2017 | Mediazione e risoluzione dei conflitti | Scoop.it
Cultura Negoziale: un e-book sugli strumenti di comunicazione e negoziazione per la conclusione di accordi e contratti
IforMediate's insight:
Nuova edizione 2017, revisionata e integrata
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Controversie nei settori dell'energia elettrica e gas » dal 1 gennaio 2017 è obbligatoria la conciliazione

Energia elettrica e gas: dal 1 gennaio 2017 parte la conciliazione obbligatoria nella risoluzione delle controversie tra aziende e consumatori.
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Corso per Mediatore Stragiudiziale Civile e Commerciale

Corso per Mediatore Stragiudiziale Civile e Commerciale | Mediazione e risoluzione dei conflitti | Scoop.it
Corso per mediatore civile e commerciale stragiudiziale: abilita alla professione di mediatore ex D.Lgs. 28/2010 e D.M. 180/2010
IforMediate's insight:
Imparare a negoziare implica imparare una mentalità. Un corso sulla Mediazione Civile è anche un percorso - un sentiero - in un territorio da scoprire
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Mediazione Stragiudiziale Civile: come funziona il procedimento

Mediazione Stragiudiziale Civile: come funziona il procedimento | Mediazione e risoluzione dei conflitti | Scoop.it
Come si svolge una procedura di mediazione civile e commerciale stragiudiziale ai sensi del D.Lgs. 28/2010
IforMediate's insight:
Cosa fare per massimizzare i risultati di una mediazione civile
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Analisi on-line delle Espressioni Facciali Sottili e Micromillesimali

Analisi on-line delle Espressioni Facciali Sottili e Micromillesimali | Mediazione e risoluzione dei conflitti | Scoop.it
Corso on-line per imparare a percepire e analizzare le espressioni facciali sottili e micromillesimali con cui le persone segnalano le proprie emozioni nascoste
IforMediate's insight:
Un corso che ci avete chiesto di erogare. Abbiamo mantenuto la promessa e adesso è a vostra disposizione!
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La Mediazione Civile e l'Amministrazione Pubblica

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Comporre la conflittualità dell'Amministrazione Pubblica con gli ADR può abbattere le esternalità negative e introdurre esternalità positive latenti...
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Not in my backyard: Rand Paul-like neighbor disputes are common

Not in my backyard: Rand Paul-like neighbor disputes are common | Mediazione e risoluzione dei conflitti | Scoop.it
“ Disputes between neighbors are common, experts say, although they don't usually end in broken ribs.”
Via Rob Duke
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Rob Duke's curator insight, November 8, 2017 3:22 AM
A clear need for neighborhood mediation in every town/city/county.
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Mediazione: condizione di procedibilità o di proponibilità della domanda?

Mediazione: condizione di procedibilità o di proponibilità della domanda? | Mediazione e risoluzione dei conflitti | Scoop.it
Per la Cassazione, le attività processuali svolte fino al momento del rinvio alla procedura sono valide ed efficaci e le decadenze maturate rimangono ferme
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D.Lgs. 28/2010 Modificato ex D.L. 50/2017 e L. 96/2017

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Ecco il testo coordinato del nuovo D.Lgs. 28/2010
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Restorative Justice facilitators will reduce conflcits- Chuck

Restorative Justice facilitators will reduce conflcits- Chuck | Mediazione e risoluzione dei conflitti | Scoop.it
“ Minister of Justice Delroy Chuck has said that with new restorative justice facilitators being engaged, violent interpersonal conflicts should be reduced. The minister, who was addressing a graduation ceremony for a new batch of facilitators at the Constant Spring Road, St Andrew, offices of the ministry on May 26, said their task is crucial to curbing the culture of retribution in the settling of disputes. Chuck said the new facilitators should regard themselves as "problem solvers", and with the training they have received and the interventions that they will be making, the "tide" of high skirmishes will be "turned".”
Via Rob Duke
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Il nuovo istituto dell'arbitro per le controversie finanziarie (ACF)

Dal 9 gennaio 2017 è operativo l'Arbitro per le controversie finanziarie (ACF): scopriamo di cosa si occupa.
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Faccia da social | Castelvecchi Editore

Faccia da social | Castelvecchi Editore | Mediazione e risoluzione dei conflitti | Scoop.it
IforMediate's insight:
Un libro sui socialnetwork come #Facebook, con un capitolo sulla #comunicazione efficace per abbattere la #violenza in Rete
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Conciliazione e Arbitrato per Enti Ecclesiastici

Conciliazione e Arbitrato per Enti Ecclesiastici | Mediazione e risoluzione dei conflitti | Scoop.it
Convegno 10 Maggio 2017 a Roma sul Progetto di Conciliazione e Arbitrato dell'AIA e Dikaios, in collaborazione con la Pontificia Università Gregoriana, per i conflitti civili che coinvolgono almeno un Ente Ecclesiastico
IforMediate's insight:
Un convegno per comprendere le particolarità della conciliazione e dell'arbitrato per regolare i conflitti tra enti ecclesiastici e imprese.
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Comparizione Personale delle Parti in Mediazione: 2017

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Sentenza 20.01.2017
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