By: WAMS Staff

Every year since 1981, WAMS has received inquiries from “want to be mediators”, attorneys (and non-attorneys) interested in joining the WAMS panel of neutrals. It’s one thing to have the paper resume for becoming a professional mediator, but it’s quite another to be professionally successful in the very competitive market for mediation services. Before venturing into a new career in ADR, WAMS advises a period of serious self-reflection and networking to help determine if mediation will be a good fit for you.

First comes the self-assessment part: do you have the reputation and personality to attract mediation clients and allow them to feel comfortable with you and willing to share personal details and insights? Is your law practice one that has left a trail of bitter adversaries behind or are you known for your professionalism and collegiality in advocacy? Are you in a practice niche that can attract mediation clients through networking with colleagues and former adversaries? The most obvious way to garner a good reputation as a mediator is to first be known as a reasonable, experienced trial attorney with integrity, tenacity and dedication to the legal profession. “Prospective mediators should have some degree of subject-matter expertise, litigation experience and familiarity with both sides of advocacy,” says Diane McGaha, Attorney Director of Washington Arbitration and Mediation Service (WAMS). “Ideally, a mediator will be someone who has been a plaintiff’s attorney and  a defense attorney at some point in his or her career. A mediator should genuinely appreciate what it means to be a litigator in the trenches and have a scheduled trial bumped from the court calendar after a three year wait.”

If, after conferring with colleagues and current mediators, you decide to pursue mediation training, WAMS recommends that you attend the right training for you. It’s easy to assume that becoming a professional mediator is just a matter of attending any convenient 40-hour training program, but McGaha says one crucial step is often skipped at the outset. “Too often, lawyers pay big bucks to attend mediation training, and then ask for advice from others in the profession”. What’s often discovered, belatedly, is that the training attended by the prospective mediator was inappropriate for his/her future area of practice. Before signing up for mediation training, investigate the trainers and training content. If your interest is in commercial mediation, don’t attend a divorce-oriented training conducted by mediators with degrees in social work. While their training format and content may be appropriate for non-attorney mediators interested in child custody disputes, a very different training is needed for commercial dispute resolution. Check out the training links and resources available at http://law.pepperdine.edu/straus/ as well as at www.mediate.com. Once trained, try to gain experience with one or more of the volunteer mediation programs available in Washington, including the various Dispute Resolution Centers, opportunities through the courts, EEOC, Settlement Now or Better Business Bureau, just to name a few.

So, what happens next after the training and volunteer work have convinced you that a career in ADR is still in your future? Consider whether you have the administrative and networking capabilities to allow you to be a successful sole practitioner neutral. If you don’t want the responsibilities of scheduling, billing and overhead for hearing rooms, affiliation with a mediation service may be your best option. Most trial attorneys in the Pacific NW are familiar with WAMS, JDR, JAMS and the AAA. Each organization has its own panel requirements, fee structure and administrative policies. At WAMS, for example, a mediator prospect is typically a current WAMS client who has been identified as a potential mediator based on personality and advocacy skills demonstrated over several years of interaction with current WAMS mediators. Mediation advocacy can be indicative of a lawyer’s attitude and aptitude for the practice. For instance, WAMS will evaluate how the prospective mediator prepared both mediator and client for their mediation. When considering whether to add an applicant to the WAMS mediator panel, McGaha mentioned that “One of the considerations I have as the Attorney Director of WAMS is about the prospect’s reputation as a person. Has this lawyer been able to maintain good relationships with opposing counsel despite being a zealous advocate? Has this prospect pursued a ‘win at all costs’ approach to litigation and ruined his or her reputation for integrity and fair dealing in the process? Does this person provide pro bono service or volunteer his or her time to a charitable cause? Is this potential mediator well regarded within the local and legal community?”

While the aforementioned guidelines may provide some assistance to prospective mediators, keep in mind that mediation as a career is an ongoing learning experience. Each member of the WAMS panel has come to the career by a unique path that may not be applicable for anyone else. Bill Joyce was told that he was far too young to be a mediator just four years out of law school. Pat Duffy’s solo practice in Sumner made him an unlikely candidate compared to more high-profile firm attorneys. But both Bill and Pat were determined to have mediation careers in addition to their law practices – and both have been resoundingly successful in that endeavor.

If mediation is your desired future vocation, consider the advice offered above and find a way to make it happen.

Think you have what it takes to become a professional mediator?

For advice or inquiries about WAMS panel opportunities, contact Diane McGaha, WAMS Attorney Director, via email to dmcgaha@usamwa.com.

By: Aaron Calhoun | WAMS Staff

“If this organization were a fairy tale character, it would be ‘Doraemon’, because it always meets the needs of the people it serves, no matter what that need is. This organization pulls tools out of its pocket that solve any problem, and it works across generations and cultures… just like Doraemon.”

‐ A WAMS admirer

It is not every day that WAMS is compared to a famous Japanese cartoon character, but if one takes the time to read about the exploits of Doraemon, the famed robotic feline from the future, then the comparison does not sound so farfetched.

Doraemon made his first appearance in print in 1969; the stories centered on a fifth grade schoolboy, Nobita Nobi, and the robotic cat’s efforts to help his friend. Nobita would come home from school and confide in Doraemon about a problem he had encountered that day. The latter would offer immediate advice on how to handle the issue without conflict or confrontation.

Likewise, the first tool used by a WAMS mediator is administrative guidance to all sides in advance of mediation, typically with the help of WAMS Case Administrators. Parties are encouraged to mediate only when the case is “ripe”, after direct negotiations have been undertaken. Pre-hearing memos that identify each party’s view of the dispute are encouraged, as is the participation of anyone with settlement authority. In some instances, this initial preparation leads to a better mediation outcome because the parties are more educated and prepared for the process from the start.

In Nobita’s case, advice alone was never enough; he always asked his feline friend for a device that could fix his problem or help him get revenge against an adversary. At Doraemon’s disposal were futuristic wonders he could pull out of his pouch like ‘The Anywhere Door’ (a door that opens up to any location the user wants), ‘The Voodoo Camera’ (a camera that takes a picture of a person and then creates a voodoo doll), and ‘The Dream Reader’ (a television that allows someone to watch what another person is dreaming about). Although Doraemon’s gadgets sometimes caused unexpected problems of their own, by story’s end, Nobita’s problem would be resolved in some fashion and the clear moral would always come to light: It is better to work through your problems than to take the easy way out by avoiding them or fighting back in anger.

For mediators, the gadgets in their pockets are the tools of their trade that have been proven to be successful and, unlike Doraemon’s, rarely lead to more  trouble. Beyond basic attributes like patience, experience, persistence, and objectivity, an effective intermediary must have the intuition to pick up on cues during mediation, both verbal and non-verbal, in order to develop the strategy to be employed in moving the negotiations forward. For instance, mediators sometimes find it necessary to ask the plaintiff’s friend or relative to “take a break” from the mediation to permit the plaintiff’s voice to be heard. Additionally, there must be a bond of trust created between the parties and mediator that will allow everything from random thoughts to deep secrets to be shared. Sometimes in mediation, information is disclosed for the first time that proves pivotal in finding resolution. One such example was the revelation in a recent mediation of the defendant’s potential bankruptcy filing. Because of that prospect, the plaintiffs chose to settle the case for an immediate and guaranteed payment rather than wait for trial and risk being embroiled as creditors in the defendant’s bankruptcy proceeding.

Problem solving skills are imperative due to the solutions mediation allows for that the courts do not (e.g. meeting non-monetary needs). Margo Keller and other WAMS mediators have used Skype successfully to involve unexpectedly absent participants whose visual interaction was an important factor in reaching settlement. It also does not hurt to have a timely sense of humor that can temper the stress and exhaustion that intense negotiations can cause—Don Kelley is well-known for his efforts at levity. It is an effective way to remind the parties involved that mediation is a nicer, more humane process than going to trial.

Doraemon and mediators alike have the ability to quickly figure out what is at the core of an issue and how to resolve it. By listening to parties in need, offering consultation on how to come to a peaceful resolution, and occasionally using outside-the-box methods, all have the tools at their disposal to resolve disputes. Whatever the case might be, it is good to know that help—whether it be in the form of a mediator with extensive experience and negotiating tools or a robotic cat from the future with a gadget-producing pouch—is there when it is needed.

By: Harry Goldman | Mediator, Arbitrator

When I joined the WAMS mediator panel in 1986, the concept of mediation in civil litigation was a fairly new idea. It has been my privilege to have participated in the growth of what is now a key component in the litigation process.

Many lawyers were initially hesitant or openly hostile to mediation, as it was perceived by some as usurping the role of counsel. Part of my job was to explain to my colleagues that mediation was actually a useful settlement tool that could be employed by representatives of both plaintiffs and defendants to educate clients about the risks of trial and complexities of litigation. The intervening years have seen a gratifying evolution in attitudes toward mediation, as we now have court-ordered mediation in many jurisdictions. Courts such as the U.S. District Court for the Western District of Washington have implemented specific reporting procedures by the mediator to federal judges. Business contracts commonly require mediation prior to instituting litigation. Mediation and other forms of alternative dispute resolution are frequently taught in law schools. ADR seminars are regularly presented throughout the country; for example, the University of Washington conducts an annual ADR conference that draws an international audience.

If mediation is so firmly established in 2011 as part of the framework of litigation, why would I choose to discuss its relevance and importance now? I believe that mediation is beneficial on many different levels, regardless of the outcome. Of course, everyone wants his or her dispute to resolve, but parties often gain valuable information and a perspective that may not have been present beforehand in that small percentage of cases that do not settle. As a possible analogy to the mediation process, consider that computers were also in their comparative infancy in 1986 and have evolved exponentially in succeeding years. Computer users no longer need to know an intricate version of DOS to operate their systems, and few of us use more than a fraction of the computer’s functionality. We are frustrated when the computer doesn’t perform in accordance with our expectations, even if the malfunction is partly due to our failure as users to properly appreciate and contribute to the proper operation of the computer. That being said, few would deny the benefits of computers.

In a similar vein, users of the mediation process have come to assume that the mediator will succeed in achieving a settlement in every case. This is a reasonable goal as the parties are paying a considerable price for the service and coming to the table to settle the case. When the mediator is a trained professional, the participants have a right to expect that he or she will use experience and skill to craft a settlement of the dispute. It is important for all participants to remember, however, that mediation is a collaborative process that requires everyone to exercise his or her best efforts if a resolution is to be achieved. Success is defined not only by the result but also by how it is accomplished.

In order to achieve success, the mediator needs the assistance of everyone involved in the process. First and foremost, each participant, whether it is the client, the attorney, an insurance claim representative, or any other decision-maker, must be willing to commit him or herself to the effort. If someone is present only because the mediation has been court-ordered, the likelihood of success drops. If an individual is convinced even before the mediation starts of the righteousness of his or her position, believes the sole reason for the mediation is simply to move the other side, is not interested in listening to the opposition, or is unwilling to consider the potential risks of going forward to trial, mediation may not be productive. If all parties are not engaged in the discussion, the mediator’s task is much more difficult. Everyone must come prepared to do what is necessary to accomplish the universal goal of resolution and remain committed to that end.

The relevance and importance of mediation can be sustained through this collaborative effort. In this increasing era of congested court dockets and the ever-mounting expense of litigation, we must use our best efforts to achieve the optimal result for the participants. It is easy to forget that not everyone at the mediation understands the process or is familiar with the format. I always start my mediations by explaining to people who are new to the process what my role is and what the general framework of the sessions will be. I want every person in the room to know what is going on and understand what we are doing and why. It matters how the road is traveled to the final destination.

To achieve the ultimate goal of resolving a dispute in mediation, it is critical that everyone from the most sophisticated user of the process to the bewildered first-time participant become engaged in the effort. I want mediation to be relevant, not only in resolving the dispute itself, but in helping parties appreciate the risks of going forward so they will be comfortable with the outcome.

I am confident as I approach my 5,000th mediation and a quarter century of assisting others in resolving disputes that the process is even more relevant today than it was in 1986. Few people today question the importance of mediation as a settlement tool. A voluntary settlement, even if imperfect, is almost always preferable to a result imposed by a third party. Because of the ongoing commitment of everyone involved in the process, I believe mediation will continue to evolve as an effective way to help settle disputes and will still matter for many years to come.