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Topics Addressed by
Silke Hansen
| 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. How did you prepare for your intervention?
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E. Did you phone all parties before your arrived?
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.How did you do your onsite assessment?
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A. Who did you talk to first on site?
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B. Did the parties ever ask you to do things you were unable to do? How did you handle such requests?
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C. How did you respond if you thought that CRS intervention might harm a legitimate protest activity?
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D. How did you identify the proper people to talk to or get involved?
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E. How did you identify leaders?
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F. Did CRS feel pressure from outside sources?
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.How did you design a response plan?
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A. Did you set goals for your intervention? At what point in the process?
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B. Did the parties assist in the goal-setting process or influence your choice of goals? How?
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C. 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. Was your gender a factor in your ability to build trust with the disputants?
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B. How important was it for you to gain the trust of the parties?
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C. How did you build trust with the disputants?
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D. Were you able to work effectively when trust levels were low between you and one of the parties? How?
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E. Was your race or ethnicity a factor in your ability to build trust with the disputants?
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F. What factors contributed to your ability to build trust?
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G. Were parties ever reluctant to participate because of a lack of trust in you or the process?
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.How did you identify underlying issues?
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A. Did the conflict become defined differently over time? How?
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B. 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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C. Did you find yourself assisting one party to understand the other party's perspective?
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D. Did you have effective techniques for persuading a party to reframe the problem to make it negotiable?
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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 when to meet separately with the parties and when to bring them together?
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B. Were there cases where you never brought the parties together or never met with them separately?
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C. Who set the agenda? Who defined the ground rules and meeting structure?
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D. How did you assist in opening communications between the parties, to get them talking and listening to one another?
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E. Who facilitated the discussions?
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F. 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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G. Were you able to increase trust levels between parties? How did you do this?
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H. Would the parties look to you for guidance in constructing solutions or would they come up with their own solutions?
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I. How would you respond when you were called upon to carry messages between the parties?
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.What did you do to diminish tension between the parties?
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A. Did the situation ever become violent or potentially violent? What did you do to diminish that?
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B. How did you initiate de-escalation?
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.Did you find yourself helping the parties strengthen their own capacity to deal with conflict?
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A. What techniques, if any, did you employ?
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B. Did you provide technical assistance to the parties? Can you give some examples?
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C. Did you provide training for the parties? What types of training? Who did it?
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D. Were their other types of technical assistance, e.g. consultants, referrals to other communities, written materials?
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E. When you gave technical assistance to one side, did you inform the other side about it? Did you offer it to the second side, too?
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F. Did you help the parties prepare for mediation or any joint meetings?
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G. Did you try to influence coalition formation?
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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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A. When you perceived a significant power imbalance did you try to level the playing field? How did you do this?
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B. Did power differences ever block the process or interfere with it.
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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 address the issue of the fairness of the settlement?
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B. Did you have techniques for managing your emotions during case work?
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.Are there other aspects of the process that you used that are worth noting?
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A. What role does listening play in your work?
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B. How much direction did you give the parties in mediation?
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C. Tell us how conciliation works.
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.What cultural or racial factors influenced the process?
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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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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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C. Did you provide information about outside resources that could help the parties in conflict?
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D. When the needs of newspaper, radio, or television reporters interfered with your work, how did you deal with the problem?
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.How did you determine when to end your involvement in a conflict?
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A. 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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B. Did you assist the parties design other structures to prevent a recurrence of the conflict?
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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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.How did the changing nature of the civil rights movement and protest activity affect your work?
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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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.Agency-related information
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.Mediation of identity conflicts
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.Did your affiliation with the Justice Department help or hurt you?
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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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