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Topics Addressed by
Bob Hughes
| Click on the numbers to go to segments where this topics is addressed."1" goes to the first segment, "2" goes to the second, etc. |
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<<< Full interview
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.When did you begin at CRS? When did you leave?
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A. What did you do before coming to CRS?
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B. What civil rights or conflict management work did you do before your CRS work?
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C. Why did you decide to work at CRS?
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.Background information on a case
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.When the case first came to your attention, what did you do?
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A. When making an initial assessment of a case, with whom did you talk first? Next?
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B. Did everyone want you involved? If not, what did you do about that?
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C. Did you give advance notice of your arrival? To whom? Was there anyone who you did not inform? Why?
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D. Did the parties ever ask you to do things you were unable to do? How did you handle such requests?
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E. How did you respond if you thought that CRS intervention might harm a legitimate protest activity?
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F. How did you identify the proper people to talk to or get involved?
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G. How did you identify leaders?
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.How did you design a response plan?
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A. How did you determine your own role (e.g., to act as an advisor, conciliator or a mediator)?
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.What did you do to build and sustain trust with the parties?
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A. How important was it for you to gain the trust of the parties?
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B. How did you build trust with the disputants?
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C. How did you detect whether your trust-building efforts were successful?
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D. Was your race or ethnicity a factor in your ability to build trust with the disputants?
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E. Can you recall any examples of when you served as a scapegoat or in some other way helped a party save face?
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F. What factors contributed to your ability to build trust?
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G. Did you find it necessary at times to help the parties define or prioritize their issues? How did you do this?
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H. Did you find yourself assisting one party to understand the other party's perspective?
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I. How did you deal with seemingly intractable demands on a party's agenda for negotiations?
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J. Did you ever deal with a conflict that seemed to be truly intractable?
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.Tell me about your meetings with the parties when you were helping them to resolve their differences.
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A. How did you decide who would be at the negotiation table?
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B. How did you decide when to meet separately with the parties and when to bring them together?
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C. Were there cases where you never brought the parties together or never met with them separately?
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D. Was timing of the discussions critical? Did you ever need to wait or hurry up in order to get people to come together?
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E. When you brought the parties together, how did you decide where to convene the meeting?
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F. Who set the agenda? Who defined the ground rules and meeting structure?
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G. How did you assist in opening communications between the parties, to get them talking and listening to one another?
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H. Were there situations when a party came to the table but gave only lip service, or refused to negotiate in good faith?
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I. Would the parties look to you for guidance in constructing solutions or would they come up with their own solutions?
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J. How would you respond when you were called upon to carry messages between the parties?
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K. Did a party ever threaten to walk out of a mediation? What did you do then?
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L. Did you ever separate people into small groups and work with them that way?
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.Did you find yourself helping the parties strengthen their own capacity to deal with conflict?
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A. Did you provide technical assistance to the parties? Can you give some examples?
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B. Did you provide training for the parties? What types of training? Who did it?
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.What did you do when you hit a brick wall in your effort to bridge differences between the parties?
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.Did you try to analyze or address power disparities between the parties? How did power differentials effect the process?
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.How would you describe your work in terms of your neutrality, impartiality, and objectivity in a case?
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A. Did you work on cases involving hate groups such as the KKK or neo-Nazi groups?
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B. Were there techniques you used to help you maintain your impartiality?
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.Are there other aspects of the process that you used that are worth noting?
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A. Did you do any organizational assessment or evaluations?
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B. How much direction did you give the parties in mediation?
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C. Can you explain the difference between conciliation and mediation?
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.Were you able to detect when an internal conflict existed within a party that was inhibiting progress?
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.How did you identify community resources to help resolve the conflict? How did you use them?
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A. What types of resources from within the community would you use? How did you get them involved?
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B. Did you ever draw upon resources or refer parties to resources from outside the community?
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.How did you deal with issues of confidentiality during your casework?
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A. Can you recall any times when assuring confidentiality created a problem for you?
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.How did you deal with the media? Were they an asset or a liability to your work?
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A. Did the parties ever agree to a policy regarding statements to the press as a condition of negotiation or mediation?
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B. Before terminating a case, did you help the parties develop a contingency plan to help prevent a recurrence of the conflict?
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C. Did you assist the parties design other structures to prevent a recurrence of the conflict?
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D. Did you plan any follow up after the case was closed?
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E. What would you say were the positive outcomes of the contingency planning process?
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F. Were other enforcement mechanisms put in place?
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.What were the overall outcomes of the intervention?
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.Were you able to bring about organizational or structural change?
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.What were your measures of the success of your intervention?
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A. How did CRS measure the success of your work?
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B. How did you measure long term impacts?
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.How did the changing nature of the civil rights movement and protest activity affect your work?
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.Have there been changes in CRS over the years?
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.What do you think are the most important skills and attributes of an effective civil rights mediator?
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A. What do you think has been your greatest strength as a civil rights mediator?
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Copyright © 2000-2007
by Conflict Management Initiatives and the Conflict Information Consortium
This is a legacy site maintained for historical purposes as it was created in 2007.
We have no budget to update the site to current web standards.
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