The first meeting with a prospective Collaborative Practice client has a huge impact on how the matter proceeds. These two brilliant trainers have turned their skills to guiding professionals to create the most productive beginnings to their matters.
Communication Dna Solutions Overview Portrait November 2011financialdna
If you are an individual, couple, family, leader or have a business then discover your unique Communication DNA style and start building sound relationships by firstly understanding the unique communication preferences and life perspectives.
Professionals making a living as 'Peacemakers'TWoCP
The majority (80%) of family law cases are handled by general practitioners, while specialists handle 20% of cases. Of family law specialists, 65% use traditional litigation approaches while 35% use mediation or collaborative law. Of those using mediation/collaborative law, 90% earn less than half their income from that type of work.
This document provides an overview of solution-focused brief therapy (SFBT), including its goals, interventions, and application to a hypothetical counseling case. The goals of SFBT are to solve problems, achieve client goals, and create self-sustaining changes by bringing unconscious thoughts to conscious awareness and reframing or restructuring problematic behaviors. SFBT aims to be brief, typically lasting 8-24 sessions, and focuses on the present and future rather than past issues. The document discusses how SFBT could be applied to counsel a client named Ana experiencing risk-taking behaviors by exploring family communication patterns and problem-solving skills.
This document discusses using workshops to develop a customer-focused culture by translating high-level service standards into specific employee behaviors. It recommends that workshops:
1) Provide context on current customer experiences, standards, and challenges through research findings.
2) Use activities to build employee empathy for customers and motivate them to consistently meet standards.
3) Empower employees to brainstorm solutions to issues through breakout groups and develop personal action plans to enhance the customer experience.
Setting clear expectations and follow up helps employees apply what they learn from the workshops. A case study shows how these workshops helped a healthcare provider reinforce their customer service philosophy and improve specific touchpoint experiences.
Cheryl was newly promoted to Vice President of Products and faced significant pressure to succeed. She identified priorities including developing a vision, strategic framework, and communications strategy. Cheryl determined her organization lacked the expertise to accomplish these goals internally. She researched executive coaches and consultants. Coaches provide support and accountability, while consultants offer specialized expertise. Cheryl decided to hire a consultant for strategic planning and change management, and an executive coach to help her develop as a leader.
Coun 533 ethical self reflection part 2MorganPalser
After watching the film, "Good Will Hunting", I describe the important components that a counselor and client will have in their relationship. I also described how the counselor can have an effective impact on a client, while also maintaining ethical boundaries.
guidance and counselling by Priyadarshinee PradhanPriya Das
This document provides an overview of counselling, including its key concepts, scope, objectives, process, techniques and ethical principles. It defines counselling as a scientific process of assistance provided by an expert to help individuals address problems and achieve self-actualization. The document outlines different types of counselling like individual, marital, and family counselling. It describes the typical 6-stage counselling process and lists several counselling techniques used by professionals. Finally, it discusses important ethical principles like confidentiality that counsellors must follow.
Communication Dna Solutions Overview Portrait November 2011financialdna
If you are an individual, couple, family, leader or have a business then discover your unique Communication DNA style and start building sound relationships by firstly understanding the unique communication preferences and life perspectives.
Professionals making a living as 'Peacemakers'TWoCP
The majority (80%) of family law cases are handled by general practitioners, while specialists handle 20% of cases. Of family law specialists, 65% use traditional litigation approaches while 35% use mediation or collaborative law. Of those using mediation/collaborative law, 90% earn less than half their income from that type of work.
This document provides an overview of solution-focused brief therapy (SFBT), including its goals, interventions, and application to a hypothetical counseling case. The goals of SFBT are to solve problems, achieve client goals, and create self-sustaining changes by bringing unconscious thoughts to conscious awareness and reframing or restructuring problematic behaviors. SFBT aims to be brief, typically lasting 8-24 sessions, and focuses on the present and future rather than past issues. The document discusses how SFBT could be applied to counsel a client named Ana experiencing risk-taking behaviors by exploring family communication patterns and problem-solving skills.
This document discusses using workshops to develop a customer-focused culture by translating high-level service standards into specific employee behaviors. It recommends that workshops:
1) Provide context on current customer experiences, standards, and challenges through research findings.
2) Use activities to build employee empathy for customers and motivate them to consistently meet standards.
3) Empower employees to brainstorm solutions to issues through breakout groups and develop personal action plans to enhance the customer experience.
Setting clear expectations and follow up helps employees apply what they learn from the workshops. A case study shows how these workshops helped a healthcare provider reinforce their customer service philosophy and improve specific touchpoint experiences.
Cheryl was newly promoted to Vice President of Products and faced significant pressure to succeed. She identified priorities including developing a vision, strategic framework, and communications strategy. Cheryl determined her organization lacked the expertise to accomplish these goals internally. She researched executive coaches and consultants. Coaches provide support and accountability, while consultants offer specialized expertise. Cheryl decided to hire a consultant for strategic planning and change management, and an executive coach to help her develop as a leader.
Coun 533 ethical self reflection part 2MorganPalser
After watching the film, "Good Will Hunting", I describe the important components that a counselor and client will have in their relationship. I also described how the counselor can have an effective impact on a client, while also maintaining ethical boundaries.
guidance and counselling by Priyadarshinee PradhanPriya Das
This document provides an overview of counselling, including its key concepts, scope, objectives, process, techniques and ethical principles. It defines counselling as a scientific process of assistance provided by an expert to help individuals address problems and achieve self-actualization. The document outlines different types of counselling like individual, marital, and family counselling. It describes the typical 6-stage counselling process and lists several counselling techniques used by professionals. Finally, it discusses important ethical principles like confidentiality that counsellors must follow.
analyzing the best practice points that were addressed. In res.docxlanagore871
analyzing the best practice points that were addressed. In response, offer two additional points that your peer might consider.
This learner had the pleasure of reading multiple posts from Capella students from the IGuide group. The posts were on the best practices in making recommendations for collaborations in regards to the multidisciplinary approach. This learner gained insightful information from her fellow Capella peers regarding the collaboration process, recommendations, and the action plan to help clients with their complex problems in a multidisciplinary approach. This post provides a detailed synopsis of information this learner learned from her Capella peers from the IGuide group. Also, provides additional research-based information of best practices for developing courses of action.
A Synopsis of the Best Practices in Making Recommendations and Developing Course of Action
The Client
According to Rudy and Levinson (2008), the best practice approach is identifying and evaluating the effectiveness of meeting the client’s needs. A good attribute in the course of action process is to consider the client as a whole person and create a plan of action that recognizes that one problem can affect, influence or bring more troubles.
Woodside and McClam (2015), suggest some professionals do not understand their client expectations. Having knowledge the client expectations is a good method of establishing and growing the client-professional helping relationship (Woodside & McClam, 2015). One best practice approach is to have a clear understanding of the client needs, client expectations, and a clear plan of how to meet the client’s needs and expectations. It’s easy for professionals to take over the multidisciplinary process without including the client. Therefore, client participates in the multidisciplinary 4-step process is a vital best practice. The client should never feel abandoned during any part of the multidisciplinary process, and the collaborative team should make modifications to the recommendation and action plan if obstacles arise.
The Professional
Meek & Newell (2005), suggest working together as a team can bring different perspectives to building each step of the framework, as the collaborative team works on shaping the best course of action and suitable recommendations. A collaborative teamwork helps professionals impart their knowledge and maximize their creativity, which helps each professional to focus on own professional disciplines.
Bronstein (2003), suggest recommending a model for interdisciplinary collaboration between human services professionals, which includes five key components
:
Interdependence
- which emphasizes teamwork,
Newly created professional activities
- which refer to the creation of new processes,
Flexibility
- which empowers team spirit and efficiency,
Collective ownership of goals
,
Reflection
on process
-sharing and feedback which strengthens the relationship.
Skills Needed
The work of human.
The document discusses the roles and relationships between clients and consultants in organizational development projects. It defines consultants as independent advisors contracted to help clients identify and solve management problems. The ideal relationship involves building trust and mutual understanding, with the consultant acting as a facilitator rather than expert to help develop the client's own problem-solving abilities over time.
This article details the top ten most-popular topics for law firm associate marketing training programs. It's a single one-year course designed to gradually provide a comprehensive education to position them to develop a specialty or niche practice that helps them stand out in a crowd and develop the relationships that can turn into business at an appropriate time.
It includes important and evergreen topics like networking, business development, social media, LinkedIn, cross-selling, and client roundtables, as well as new topics like substance abuse and mental health, and artificial intelligence (AI). #artificialintelligence #lawfirmmarketing #substanceabuse #substanceabuse #marketingtraining #cle #legalmarketing #ethics #firmretreat #networking #mentalhealth
1) The document provides advice to employment solicitors on how to market their practice more effectively in light of changes reducing their client base and fees.
2) It recommends solicitors identify what clients want through discussions, do research on typical work and fees, then focus services, messaging, and sectors to better meet client needs and market conditions.
3) Specific tactics include training managers to reduce issues, educating on new laws, prioritizing high-demand services, clarifying the client value proposition, and promoting advice to avoid problems rather than just reacting to them. Visibility through existing clients, local groups, and referrers is key to growth.
1) The document describes an event hosted by the British Computer Society (BCS) Ethics Forum on ethical dilemmas faced by consultants. It includes two speaker sessions.
2) Session 1 discusses the history of ethics and definitions, examines whether ethics pose problems for consultants, and explores common consulting dilemmas. Session 2 introduces the BCS Ethics Forum and how minimizing ethical dilemmas through practicing business ethics and personal values.
3) The document provides examples of ethical codes and guidelines from BCS to help resolve dilemmas, emphasizing maintaining competence, professionalism, public interest, and respecting customers.
The document provides information on conflict resolution training courses, workshops, and webinars offered by the Federal Mediation and Conciliation Service (FMCS). It describes various training programs focused on mediation skills, facilitation skills, communication skills, and dealing with difficult behaviors like bullying. Live and web-based trainings are available on topics such as basic and advanced mediation, managing emotions in conflict, using interest-based problem solving techniques, and developing self-awareness. The goal is to provide federal employees and managers with effective tools for resolving workplace conflicts.
This document discusses organizational development (OD) consulting and the consultant-client relationship. It outlines the roles and responsibilities of consultants, including providing information and recommendations to clients, solving problems, making diagnoses, and assisting with implementation. The document also discusses areas of issues that can arise in the relationship, such as defining responsibilities, building trust, and ensuring ethical standards. Finally, it provides tips for consultants on building effective relationships with clients and achieving positive outcomes.
Ellen Price is a sales coach who helps individuals and teams unlock their potential and improve sales performance. She works with clients to develop skills and strategies, define goals, and build and execute action plans. A typical coaching engagement lasts 3 months and involves 3-5 hours of coaching per month. Ellen has over 15 years of experience in business development, sales leadership, and proposal management in professional services firms.
Consultation involves a physical therapist providing expert advice and opinions to clients for a fee. The physical therapist applies specialized knowledge and skills to identify issues, recommend solutions, and achieve specified outcomes for patients. Consultation is a two-way process where the client pays a fee and the physical therapist provides expert advice in return. Key functions of physical therapy consultation include advising, coaching, counseling, and problem-solving. Physical therapy consultants can provide various levels of service, from direct patient care to practice development. Consultation requires strong communication, problem-solving, and relationship-building skills. Consultants must prioritize client interests, maintain trust and confidentiality, and avoid legal and ethical issues.
Advance Workplace Restoration & Health and Fairness Assessments H SET 2020Universidad de Lima
This document provides information about an online certification course on workplace restoration and fairness assessments run by the Workplace Fairness Institute. The course consists of 6 live online sessions over 2 weeks focused on understanding workplace culture and conflict, facilitating workplace health assessments, building a business case for workplace health, models and processes for workplace restoration, and applying the techniques to real workplace scenarios. The instructor, Blaine Donais, is an expert in the field. Testimonials from past participants indicate they gained useful tools and insights for addressing conflicts in their own workplaces. Registration includes course materials and a certificate.
This document discusses strategic referral relationships as a way for lawyers to enhance growth. It outlines a 6-step referral strategy cycle: 1) personal analysis of ideal practice, clients, and strengths; 2) defining a niche and target clients; 3) identifying opportunities within the niche; 4) identifying potential referral sources; 5) creating an elevator pitch; and 6) implementing the strategy through relationship building and reciprocity. Key aspects include developing a target client persona, networking strategically, making engaged introductions, tracking referrals, and forming peer groups to boost referrals. The overall message is that lawyers should view referrals as a strategic process focused on mutual benefit, rather than an ad hoc byproduct of other activities.
The document discusses different approaches and models for consulting. It argues that the most effective approach is to create a helping relationship with the client where the consultant helps the client diagnose problems themselves and generate their own solutions. This empowering approach leads to more credible, trusted outcomes versus detached, "sell and tell" models where recommendations may be dismissed. The key is for consultants to jointly explore issues with clients rather than make recommendations from a distance. The goal is to build the client's capabilities for ongoing learning and improvement.
The document describes a self-paced training program for small groups that focuses on business, leadership and consulting skills. The trainings are designed to take 90 minutes and encourage participants to learn together through solving case studies and discussion questions. The trainings cover topics like project execution, relationship building, leadership and influence through materials like instruction booklets, workmaps and game cards. Testimonials from participants indicate the hands-on approach generates good conversations and results in changed behaviors at work.
The document describes two techniques for improving heart coherence:
1) The Heart Coherence Technique involves focusing on the area of the heart while breathing slowly and deeply, imagining feelings of appreciation, care, gratitude, compassion or joy to positively influence neural pathways.
2) The Freeze Frame Technique uses intentional shifting to positive emotions like love during stressful situations to counteract negative emotions and generate health benefits by shifting energy from the head to the heart.
Regular practice of radiating positive emotions from the heart for 5 minutes daily is suggested to consistently impact the brain and body.
Training in Collaborative Practice for Civil and Commercial mattersTWoCP
Premier trainer Sherrie Abney will be presenting a 3-day opportunity to learn the basics of Collaborative Law especially as it is applied to other than divorce matters.
SKILLS TRAINING FOR NEUTRAL MENTAL HEALTH PROFESSIONALS TWoCP
Linda Solomon, LPC, LMFT, who has trained mental health professionals globally is offering three days of skill-based training. The training is designed to help MHP’s working as neutrals on a collaborative team gain more skills and awareness for this complex role. Each of the three days will focus on a specific aspect of the role.
The FIRST and ONLY comprehensive parenting coordination training program!
The Cooperative Parenting Institute is an internationally recognized leader providing high quality parenting coordination training programs. Since 1997, the CPI has dominated the field of parenting coordination by creating the only comprehensive step-by-step PC training model.
This document discusses the synergy between collaborative law and mediation. It notes that many collaborative law groups require training in mediation, and mediators are obtaining collaborative law training. This allows professionals to use mediation within collaborative processes and provide mediation services using collaborative training. The document provides questions about how professionals describe and utilize mediation in their collaborative work, including screening clients, engagement agreements, marketing, and training staff. The goal is to understand protocols for determining when mediation could assist collaborative processes.
Professionals in law, mediation, mental health, finance and the courts often work with difficult people without the benefit of the most recent knowledge of how a person's brain functions and the impact of that functioning on how one listens to another to resolve difficult issues in the best way possible. The way in which we listen is an important part of triggering the brain of the receiver to respond in different ways.
Our brain based training is for a wide range of professionals who work with individuals and couples when the client is under stress which has a significant impact on how the brain will respond, what the brain is capable of doing and the eventual outcome of the work the professional is doing with that client. By learning how the brain functions and using specific listening skills, we as professionals can have a significant impact on reducing the influence of stress in our clients and helping them to function from their higher order brain than their primitive brain. This knowledge will also help us to identify and address ethical challenges.
More Related Content
Similar to Susan Gamache's and Woody Mosten's consultation trainiings
analyzing the best practice points that were addressed. In res.docxlanagore871
analyzing the best practice points that were addressed. In response, offer two additional points that your peer might consider.
This learner had the pleasure of reading multiple posts from Capella students from the IGuide group. The posts were on the best practices in making recommendations for collaborations in regards to the multidisciplinary approach. This learner gained insightful information from her fellow Capella peers regarding the collaboration process, recommendations, and the action plan to help clients with their complex problems in a multidisciplinary approach. This post provides a detailed synopsis of information this learner learned from her Capella peers from the IGuide group. Also, provides additional research-based information of best practices for developing courses of action.
A Synopsis of the Best Practices in Making Recommendations and Developing Course of Action
The Client
According to Rudy and Levinson (2008), the best practice approach is identifying and evaluating the effectiveness of meeting the client’s needs. A good attribute in the course of action process is to consider the client as a whole person and create a plan of action that recognizes that one problem can affect, influence or bring more troubles.
Woodside and McClam (2015), suggest some professionals do not understand their client expectations. Having knowledge the client expectations is a good method of establishing and growing the client-professional helping relationship (Woodside & McClam, 2015). One best practice approach is to have a clear understanding of the client needs, client expectations, and a clear plan of how to meet the client’s needs and expectations. It’s easy for professionals to take over the multidisciplinary process without including the client. Therefore, client participates in the multidisciplinary 4-step process is a vital best practice. The client should never feel abandoned during any part of the multidisciplinary process, and the collaborative team should make modifications to the recommendation and action plan if obstacles arise.
The Professional
Meek & Newell (2005), suggest working together as a team can bring different perspectives to building each step of the framework, as the collaborative team works on shaping the best course of action and suitable recommendations. A collaborative teamwork helps professionals impart their knowledge and maximize their creativity, which helps each professional to focus on own professional disciplines.
Bronstein (2003), suggest recommending a model for interdisciplinary collaboration between human services professionals, which includes five key components
:
Interdependence
- which emphasizes teamwork,
Newly created professional activities
- which refer to the creation of new processes,
Flexibility
- which empowers team spirit and efficiency,
Collective ownership of goals
,
Reflection
on process
-sharing and feedback which strengthens the relationship.
Skills Needed
The work of human.
The document discusses the roles and relationships between clients and consultants in organizational development projects. It defines consultants as independent advisors contracted to help clients identify and solve management problems. The ideal relationship involves building trust and mutual understanding, with the consultant acting as a facilitator rather than expert to help develop the client's own problem-solving abilities over time.
This article details the top ten most-popular topics for law firm associate marketing training programs. It's a single one-year course designed to gradually provide a comprehensive education to position them to develop a specialty or niche practice that helps them stand out in a crowd and develop the relationships that can turn into business at an appropriate time.
It includes important and evergreen topics like networking, business development, social media, LinkedIn, cross-selling, and client roundtables, as well as new topics like substance abuse and mental health, and artificial intelligence (AI). #artificialintelligence #lawfirmmarketing #substanceabuse #substanceabuse #marketingtraining #cle #legalmarketing #ethics #firmretreat #networking #mentalhealth
1) The document provides advice to employment solicitors on how to market their practice more effectively in light of changes reducing their client base and fees.
2) It recommends solicitors identify what clients want through discussions, do research on typical work and fees, then focus services, messaging, and sectors to better meet client needs and market conditions.
3) Specific tactics include training managers to reduce issues, educating on new laws, prioritizing high-demand services, clarifying the client value proposition, and promoting advice to avoid problems rather than just reacting to them. Visibility through existing clients, local groups, and referrers is key to growth.
1) The document describes an event hosted by the British Computer Society (BCS) Ethics Forum on ethical dilemmas faced by consultants. It includes two speaker sessions.
2) Session 1 discusses the history of ethics and definitions, examines whether ethics pose problems for consultants, and explores common consulting dilemmas. Session 2 introduces the BCS Ethics Forum and how minimizing ethical dilemmas through practicing business ethics and personal values.
3) The document provides examples of ethical codes and guidelines from BCS to help resolve dilemmas, emphasizing maintaining competence, professionalism, public interest, and respecting customers.
The document provides information on conflict resolution training courses, workshops, and webinars offered by the Federal Mediation and Conciliation Service (FMCS). It describes various training programs focused on mediation skills, facilitation skills, communication skills, and dealing with difficult behaviors like bullying. Live and web-based trainings are available on topics such as basic and advanced mediation, managing emotions in conflict, using interest-based problem solving techniques, and developing self-awareness. The goal is to provide federal employees and managers with effective tools for resolving workplace conflicts.
This document discusses organizational development (OD) consulting and the consultant-client relationship. It outlines the roles and responsibilities of consultants, including providing information and recommendations to clients, solving problems, making diagnoses, and assisting with implementation. The document also discusses areas of issues that can arise in the relationship, such as defining responsibilities, building trust, and ensuring ethical standards. Finally, it provides tips for consultants on building effective relationships with clients and achieving positive outcomes.
Ellen Price is a sales coach who helps individuals and teams unlock their potential and improve sales performance. She works with clients to develop skills and strategies, define goals, and build and execute action plans. A typical coaching engagement lasts 3 months and involves 3-5 hours of coaching per month. Ellen has over 15 years of experience in business development, sales leadership, and proposal management in professional services firms.
Consultation involves a physical therapist providing expert advice and opinions to clients for a fee. The physical therapist applies specialized knowledge and skills to identify issues, recommend solutions, and achieve specified outcomes for patients. Consultation is a two-way process where the client pays a fee and the physical therapist provides expert advice in return. Key functions of physical therapy consultation include advising, coaching, counseling, and problem-solving. Physical therapy consultants can provide various levels of service, from direct patient care to practice development. Consultation requires strong communication, problem-solving, and relationship-building skills. Consultants must prioritize client interests, maintain trust and confidentiality, and avoid legal and ethical issues.
Advance Workplace Restoration & Health and Fairness Assessments H SET 2020Universidad de Lima
This document provides information about an online certification course on workplace restoration and fairness assessments run by the Workplace Fairness Institute. The course consists of 6 live online sessions over 2 weeks focused on understanding workplace culture and conflict, facilitating workplace health assessments, building a business case for workplace health, models and processes for workplace restoration, and applying the techniques to real workplace scenarios. The instructor, Blaine Donais, is an expert in the field. Testimonials from past participants indicate they gained useful tools and insights for addressing conflicts in their own workplaces. Registration includes course materials and a certificate.
This document discusses strategic referral relationships as a way for lawyers to enhance growth. It outlines a 6-step referral strategy cycle: 1) personal analysis of ideal practice, clients, and strengths; 2) defining a niche and target clients; 3) identifying opportunities within the niche; 4) identifying potential referral sources; 5) creating an elevator pitch; and 6) implementing the strategy through relationship building and reciprocity. Key aspects include developing a target client persona, networking strategically, making engaged introductions, tracking referrals, and forming peer groups to boost referrals. The overall message is that lawyers should view referrals as a strategic process focused on mutual benefit, rather than an ad hoc byproduct of other activities.
The document discusses different approaches and models for consulting. It argues that the most effective approach is to create a helping relationship with the client where the consultant helps the client diagnose problems themselves and generate their own solutions. This empowering approach leads to more credible, trusted outcomes versus detached, "sell and tell" models where recommendations may be dismissed. The key is for consultants to jointly explore issues with clients rather than make recommendations from a distance. The goal is to build the client's capabilities for ongoing learning and improvement.
The document describes a self-paced training program for small groups that focuses on business, leadership and consulting skills. The trainings are designed to take 90 minutes and encourage participants to learn together through solving case studies and discussion questions. The trainings cover topics like project execution, relationship building, leadership and influence through materials like instruction booklets, workmaps and game cards. Testimonials from participants indicate the hands-on approach generates good conversations and results in changed behaviors at work.
Similar to Susan Gamache's and Woody Mosten's consultation trainiings (14)
The document describes two techniques for improving heart coherence:
1) The Heart Coherence Technique involves focusing on the area of the heart while breathing slowly and deeply, imagining feelings of appreciation, care, gratitude, compassion or joy to positively influence neural pathways.
2) The Freeze Frame Technique uses intentional shifting to positive emotions like love during stressful situations to counteract negative emotions and generate health benefits by shifting energy from the head to the heart.
Regular practice of radiating positive emotions from the heart for 5 minutes daily is suggested to consistently impact the brain and body.
Training in Collaborative Practice for Civil and Commercial mattersTWoCP
Premier trainer Sherrie Abney will be presenting a 3-day opportunity to learn the basics of Collaborative Law especially as it is applied to other than divorce matters.
SKILLS TRAINING FOR NEUTRAL MENTAL HEALTH PROFESSIONALS TWoCP
Linda Solomon, LPC, LMFT, who has trained mental health professionals globally is offering three days of skill-based training. The training is designed to help MHP’s working as neutrals on a collaborative team gain more skills and awareness for this complex role. Each of the three days will focus on a specific aspect of the role.
The FIRST and ONLY comprehensive parenting coordination training program!
The Cooperative Parenting Institute is an internationally recognized leader providing high quality parenting coordination training programs. Since 1997, the CPI has dominated the field of parenting coordination by creating the only comprehensive step-by-step PC training model.
This document discusses the synergy between collaborative law and mediation. It notes that many collaborative law groups require training in mediation, and mediators are obtaining collaborative law training. This allows professionals to use mediation within collaborative processes and provide mediation services using collaborative training. The document provides questions about how professionals describe and utilize mediation in their collaborative work, including screening clients, engagement agreements, marketing, and training staff. The goal is to understand protocols for determining when mediation could assist collaborative processes.
Professionals in law, mediation, mental health, finance and the courts often work with difficult people without the benefit of the most recent knowledge of how a person's brain functions and the impact of that functioning on how one listens to another to resolve difficult issues in the best way possible. The way in which we listen is an important part of triggering the brain of the receiver to respond in different ways.
Our brain based training is for a wide range of professionals who work with individuals and couples when the client is under stress which has a significant impact on how the brain will respond, what the brain is capable of doing and the eventual outcome of the work the professional is doing with that client. By learning how the brain functions and using specific listening skills, we as professionals can have a significant impact on reducing the influence of stress in our clients and helping them to function from their higher order brain than their primitive brain. This knowledge will also help us to identify and address ethical challenges.
Susan Gamache's and Woody Mosten's consultation trainiings
1. THE
EVOLUTION
OF
DIVORCE
COACHING*
**
with
Dr
Susan
Gamache
*Some
aspects
of
this
workshop
were
presented
at
the
12th
Annual
IACP
conference
in
San
Francisco.
**A
reduced
version
of
this
workshop
has
been
accepted
at
the
7th
Annual
CP
Celebration
conference
in
California,
April
2012.
1.
Divorce
Coaching,
Family
Mediation
and
Family
Therapy
–
The
3
Sisters
As
Divorce
Coaching
enters
its
second
decade,
it
can
take
its
place
along
side
Family
Therapy
and
Family
Mediation
as
a
specialized
practice
in
the
therapeutic
options
for
families.
Collaborative
Divorce
Coaching
is
a
wonderful
addition
to
our
professional
practices
and
has
proven
itself
to
be
effective
for
families.
But
what
is
it?
Once
we
get
past
describing
the
structure
of
the
team,
what
are
we
doing?
Where
is
Divorce
Coaching
located
in
the
greater
field
of
professional
therapeutic
practices?
How
do
we
define
it
to
ourselves
and
to
our
clients?
This
workshop
entertains
these
questions.
We
will
first
examine
several
aspects
of
divorce
coaching,
mediation
and
family
therapy
in
the
tradition
of
comparing
across
categories
as
is
consistent
with
therapeutic
traditions
comparing
different
theoretical
orientations.
For
the
first
time,
the
relationship
between
these
3
overlapping
spheres
of
practice
–
Divorce
Coaching,
Family
Mediation
and
Family
Therapy
will
be
articulated.
Second,
a
summative
definition
of
Divorce
Coaching
for
the
psychological
professional
will
be
proposed.
This
workshop
is
primarily
oriented
to
the
therapeutic
professional
however
other
collaborative
professionals
will
benefit
from
a
deeper
understanding
of
these
overlapping
spheres
of
practice
for
Family
Therapists
and
the
proposed
definition
of
Divorce
Coaching
both
for
themselves
and
for
their
clients.
2.
The
Invitation
to
Collaborative
Engagement;
Building
the
Bridge
Between
Our
Client(s)
and
Their
Process
Choices
This
session
provides
a
4-‐part
Structure
for
any
Collaborative
Professional,
to
Bridge
the
Gap
between
unbundled
services
of
all
legal
and
therapeutic
professionals
and
the
client
while
at
the
same
time,
invites
the
client
into
a
reflective
posture
from
which
to
receive
the
information.
This
strengthens
the
bridge
between
our
client(s)
and
the
sometimes
bewildering
array
of
process
choices
they
face
at
the
point
of
engagement
with
the
professional
community.
In
this
semi-‐structured
interview
the
practitioner
first
educates
the
client(s)
about
the
traditional
Dispute
Resolution
Continuum
and
the
aspects
of
client
participation
that
are
relevant
for
each
aspect.
Next,
we
define
The
Other
Dispute
Resolution
Continuum;
all
possible
roles
family
therapists
can
play
and
the
aspects
of
client
participation
that
are
relevant
for
each
role.
The
third
step
is
a
Collaborative
Self-‐Evaluation
led
by
the
therapist
in
which
the
client
is
further
invited
into
a
reflective
posture
by
reviewing
their
capacities
and
the
complexities
of
their
unique
situation.
The
process
concludes
with
a
preliminary
team
structure
articulated
by
both
the
professional
and
the
client(s).
2. This
interview
structure
includes:
a)
The
traditional
dispute
resolution
continuum
of
Kitchen
Table,
Mediation,
Collaborative
Practice
and
Lawyer-‐Led,
Negotiation
and
Litigation.
b)
The
Other
Dispute
Resolution
Continuum
that
is
made
up
all
possible
roles
Family
Therapists
can
play:
working
as
a
neutral
or
aligned,
with
children
or
not,
and
in
the
lawyer
joint
meetings
or
not.
c)
The
Collaborative
Self-‐Evaluation
that
invites
the
client,
with
guidance
from
the
practitioner,
to
reflect
on
their
capacities
and
the
complexities
of
their
situation.
d)
The
interview
culminates
with
a
first
attempt
to
structure
the
appropriate
team
for
the
family
to
move
forward
successfully.
e)
Throughout
the
session,
participants
will
learn
to
understand
and
respect
the
‘Balance
of
Concern’,
the
degree
to
which
the
professionals
and
the
client
are
accountable
to
the
process.
This
sets
a
tone
of
mutual
responsibility
as
a
prerequisite
for
a
successful
outcome
and
making
concerns
about
‘buy
in’
a
thing
of
the
past.
3. Mosten Mediation and Collaborative Training
11661 San Vicente Boulevard, Suite 414
Los Angeles, California 90049
Phone: (310) 441-1454
www.mostenmediation.com
THE FIRST CLIENT CONSULTATION:
Increasing Enrollment of Collaborative Cases in Your Practice
Forrest (Woody) Mosten, Trainer
Overview of the Training
This is an advanced training that focuses solely on the first client consultation. After two days of
intense examination and simulated practice on the elements of the consultation, you should be able to
increase your rapport and trust building with potential clients, as well as offer them a fuller education of
informed consent in choosing a process that meets not just their needs, but the needs and demands of their
spouse and other attorney as well.
Since teaching my first course in client counseling in 1973, I have taught and served as an expert
witness in the area of attorney-client consultations. Since 1989, I have been Chair of the International
Client Consultation Competition for law students (www.brownmosten.com ). In this new course, I
attempt to combine my background in client counseling with my training and practice experience in
Collaborative Law, Mediation, and Unbundling to offer an invaluable and exciting learning experience.
In this two day course, you will apply the proven concepts of counseling clients to the particular
demands of informed consent in Collaborative Law. The course is structured around factual situations
that can make a difference whether your potential clients engages you and whether your clients are
prepared for the key challenges that lie ahead in the Collaborative process.
We all know that not every potential client hires us, and those that do engage us often will not
choose to sign a Participation Agreement with a Disqualification Clause. In this course, you will learn
how to discuss your possible role as a limited scope professional if your clients decide to represent
themselves or to start with mediation rather than enroll in the Collaborative process. Utilizing IACP
research on why Collaborative cases terminate, you will be better prepared to handle the nuances of
negotiating the Participation Agreement and Disqualification Clause as well as how to prepare clients to
succeed within the Collaborative process by selecting a model that is right for their family, reduces
resistance from the other party (and lawyer), and helps avoid termination if at all possible.
Finally, you will develop challenging consultation scenarios for me to handle in front of the entire
class followed by the opportunity to discuss strategies raised during these Stump the Trainer sessions.
It is my goal that by focusing the training lens solely on the client consultation, after two days,
you will not only improve your consultation knowledge and skills, but also increase the volume of
Collaborative cases that you enroll that will contribute to increased profitability of your practice.
Woody Mosten
4. DAY 1
9 a.m. Registration
9:30 a.m. THE CLIENT CONSULTATION: THE FOUNDATION OF
COLLABORATIVE PRACTICE
Structure and Strategies of a Client Consultation: Fundamental
Client-Centered Counseling Skills (Motivation, Active Listening,
Questioning); Advanced Strategies for Information Gathering ;
Concepts of Client Decision Making; Making Your Office A
Classroom of Client Education
12:30 Lunch
1:30 PROVIDING INFORMED CONSENT
Enrolling a Collaborative Case: Anticipating and Overcoming Future
Problems in Collaborative Cases with Effective Screening and Discussion
With Your Client; Discussion of Benefits and Risks of Collaborative
Practice; Frontier Issues of Confidentiality; Handling Key Issues of Client
Engagement Letter and the Participation Agreement; Providing Estimate of
Fees and Options for Payment
STUMP THE TRAINER
Participants will Develop Challenging Consultation Scenarios for Woody
to Handle in Front of the entire class
4:30 Adjourn
5. DAY 2
9:30 OVERCOMING RESISTANCE
How to Describe Various Models of Collaborative Practice:
Lawyers- Only Referral, Full Team; Willingness to Work with Trained
Collaborative Professionals Outside Practice Group, Untrained
Professionals, and Role of Litigators within the Collaborative Process;
Synergy of Mediation and Unbundling with Collaborative Practice
12:30 Lunch
1:30 USING THE CLIENT CONSULTATION TO BUILD YOUR
PRACTICE
Developing Your Collaborative Signature; Improving Profitability through
Congruent Peacemaking Values; Combining Missions of Individual
Practices and Practice Group to Increase Cases;
STUMP THE TRAINER
Participants will Develop Challenging Consultation Scenarios for Woody
to Handle in Front of the entire class
4:30 Training Concludes