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Trainer Tip: What do you value the most? Take a look at your actions and notice the values that your actions demonstrate (not what you want them to show, but what they do show), and see if they are in alignment.   Where there is a gap take steps to create actions that are in alignment with your values.

Conflict is normal and natural and yet we are still often surprised by it and unprepared to deal with it. You will come away from this session with the tools for creating simple agreements with your group about what to do when conflict arises.

If you're unpleasantly triggered during the holidays you may find yourself responding in ways you don't like. Start by acknowledging how affected you are to bring in more curiosity, mindfulness and eventually, authentic and discerning choices.

An exploration of four types of feedback: destructive criticism, constructive criticism, feedback by demonstration and dialogue.

Here we explore variants of conflict patterns in part two (of this two part series) that include: refuting "straw man arguments"; not checking understanding, repeating unhelpful behaviour; repeatedly asking for what's already given; asserting rather than demonstrating responsiveness; assumptions; denying conflict exists; neglecting interdependence; stonewalling; absence of curiosity, humility, respect, empathy or care (even when reflecting).

Trainer Tip: It's impossible to value other people’s needs and remain compassionate if we simultaneously harbor judgments. If we're willing to shift this behavior we can translate our judgments into acknowledging how something affects us. Once I got into the habit of this, my judgments began to subside dramatically. It became easy to love people and feel compassion for them, and I experienced a freedom I had never known before.

This Introduction to NVC Mediation provides a conceptual overview and experiential taste of the NVC mediation learning model developed by John Kinyon and Ike Lasater.

This 5-session telecourse recording is designed to support you in learning what makes giving and receiving feedback challenging and how you can turn these experiences into opportunities for learning, connection, and effective functioning.

Anger can bring in judgment and blame. Instead, use anger and frustration to identify what’s important and express what matters to you in a collaborative way.