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Ruth Sirman has been mediating professionally through her company, CanMediate International since 1996. Her primary focus is on working with larger group conflicts - often in the workplace context. Her ability to combine mediation and conflict management skills with coaching and a solid understanding of organizational development, Systems Thinking and human interaction dynamics has helped her to help more than 100 workplaces create a healthier workplace atmosphere from a dysfunctional or poisoned work environment. She has 20+ years of working with harassment, human rights and discrimination complaints and can frequently help groups to turn things around, change behaviours and increase productivity by supporting management and staff to start working more constructively and appropriately.
Ruth has over 1200 hours of mediation and related training including a Master's Certificate in Mediation from the Leonard Institute of California, and numerous courses related to the provision of professional mediation and conflict management consulting services. Details are available on request.
She also holds a B.Sc in Integrated Science from Carleton University. She uses her science background to support her mediation work by integrating the scientific focus on understanding systems into the work that she does with participant groups and organizations. The complex interactions within ecosystems and the complex interactions within human and organizational systems share many similarities. Her approach is to help participants understand their 'system' better and to find constructive ways to address problems/issues within their system. Since every system is perfectly designed to get the results it's getting - if you don't like the results the only way to change them is to address the factors that are contributing to those results. Often that is larger than the individuals involved.
Ruth started her formal mediation practice in 1996. Since then she has successfully worked with Canadian and international groups in a wide variety of sectors including government, corporate, commercial, community, criminal court and NGO and education and faith based sectors. She has conducted mediations sitting on a garbage can in a garage, on ships, in prisons, in police stations, in churches, on construction sites (and yes, she owns well-used work boots!), in manufacturing plants and libraries as well as in businesses, corporations, community, faith based groups and more.
She has conducted mediation and group processes in Canada, the USA, eastern Europe, the Middle East and has spoken at conferences around the world to groups of professionals and mediators from over 45 countries.
She believes that it is her job to provide a solid process that will give the participants the opportunity to have constructive, useful discussions that, for whatever reason, have not yet happened. As a mediator who tends to use a more facilitative / transformative approach to mediation, she does not need to be a substance matter expert in every context in which she works. She will do her homework and work in partnership with her client group in order to learn about the reality in which participants work so that she knows what questions to ask and how to structure the process so it will fit well with the group. She will not tell you how to solve your problem - but you can expect her to challenge you (nicely... after all she's Canadian).
Ruth uses her science background to support her mediation work by integrating the scientific focus on understanding systems into the work that she does with participant groups and organizations. The complex interactions within ecosystems and the complex interactions within human and organizational systems share many similarities. Her approach is to help participants understand their 'system' better and to find constructive ways to address problems/issues within their system. Since every system is perfectly designed to get the results it's getting - if you don't like the results the only way to change them is to address the factors that are contributing to those results. Often that is larger than the individuals involved. She may ask you questions that surprise you! Her mediation style is facilitative and frequently transformative...and as open and transparent as possible. She believes in learning, coaching and building capacity within the groups with whom she works. She also believes that given a well set up and well run process and solid facilitation of that process (the mediator's job) that the parties to conflicts can, and frequently do, overcome significant and challenging situations to move on to better relationships, more open communication and improved functioning within their organization. She firmly believes that the best people to solve a problem are those who are directly involved in it and affected by it. She sees her role as the facilitator who can help people have tough conversations - that may not have yet happened.
Ruth provides both small and large group conflict management processes, mediation, Partnered Workplace Renewal™ / Restoration processes and conflict consulting services to clients looking to improve group dynamics, address outstanding conflicts and build healthier, more productive relationships within their organization or group. She conducts these processes primarily in the areas of group and workplace disputes within government, corporate, commercial, community, criminal court and NGO and faith based sectors. She is a trained and experienced Restorative Justice Facilitator and has been teaching both mediation and restorative justice facilitation since 1999. Ruth is also the lead coach for the Professional Workplace Interaction Coaching Program™ which is designed to help individuals (employees or managers) address problematic behaviours and choices which may be putting the employer's or group's obligation to provide a healthy working environment in jeopardy or creating dysfunction within the team environment.
Fees are based on the nature of the work and location. Please contact Ruth for more information and to discuss your specific situation. E: info@canmediate.com
Alternative Dispute Resolution Canada
ADR Institute of Ontario
International Mediation Institute
Mediators Beyond Borders Inc.
Workplace Mediation Association
Canadian Association of Professional Speakers
Global Speakers Federation
International Executives Association
Ottawa Executive Association
Women's Business Network
Lanark County Community Justice
CanMediate International,
M: 613.298.8105
E: info@canmediate.com
W: www.canmediate.com
Recommendation:
“I worked in a workplace that spiraled out of control. Grievances started piling up, people were going off sick, bullying was taking place, it was dividing the crews and supervisors, lots of false accusations and people were targeted at all levels.
I can’t say enough about Ruth. She came into the workplace and asked to be safety trained so she could go into the plant to speak to people where they feel more comfortable. She drove around in trucks with staff hearing their stories. There were people I thought would never open up to her and they did.
Ruth works tirelessly to get results. She gained everybody’s trust and showed everybody they had to take ownership right off the bat. Then she had all staff participate and develop the path forward.
Ruth gave them the tools to be successful. It’s unbelievable the difference in the workplace. People now love to come to work. I’ve been with this company 35 years and I’ve never seen anybody do what Ruth has empowered people to do.” A Miller, BCWS
University Education:
Bachelor of Integrated Science – Biology, Geography, Chemistry, Carleton University
Mediation and Conflict Resolution Courses: (total hours: 800+)
“Master’s Certificate in Interest Based Mediation & Negotiation” - The Leonard Institute;
“Cultural Diversity and Investigating Harassment” - ON Human Resources Professionals Assoc.;
“Advanced Training for National Mediation Team” - United Church of Canada;
“Advanced Court Based Mediation Training” - Dispute Resolution Centre of Ottawa/Carleton;
“Advanced Techniques for Mediators” - Carleton University;
“Divorce and Family Law Mediation” - The Law Society of Upper Canada;
“Third Party Neutral 1” – Canadian Institute for Conflict Resolution (CICR);
“Dealing with Difficult People and Situations” - Carleton Board of Education;
“Facilitator Training - Levels 1,2,3” – P. Prutzmann, Creative Response to Conflict, Canada
Organizational and Conflict Management Systems Training: (total hours: 120+)
“Art of Hosting Difficult Conversations in Organizations” – T. Woolfe, Berkana Institute
“Systems Thinking: A Change Management Method &Tool” by M Herasymowych, U Alberta;
“Conflict Management Systems Design” – by L Borsa and D. Hushion, CICR;
“The Power of System’s Thinking in Organizations” – by Dr J. Kemeny, Innovation Assoc.;
“Organizational Conflict and Systems Design” – by Michael Lang, Carleton University.
“Consulting with Organizational Systems In Conflict” – Sam Leonard, The Leonard Institute
Leadership Courses: (total hours: 375+)
“Chaos Leadership” by Dr. H. Richman
“Leading with Purpose Values and Vision: The Art of Effective Execution” by Brian Bacon, Oxford Leadership Academy;
“The Creative Process in Action, “ by Robert Fritz
“Engaging Power, Leadership and Hierarchy in Organizations” by Barry Oshry
“Personal Practices for Transforming Organizational Culture” by Dr. Fred Kofman
Authentic Leadership Program, Shambhala Institute, Mt St Vincent University
Coaching Courses
Preparation / Coaching Participants Training and Practicum, Sam Leonard, The Leonard Institute
Training Courses: (total hours: 180+)
Train the Trainer – Level 1 & 2 – Peak Potentials Training
DISC Trainer Certification / Train the Trainer course – Personality Insights Inc.
Restorative Justice Courses: (total hours: 100+)
“Restorative Justice and Facilitating Dispute Resolution Forums” - Real Justice
“Train the Trainer, Circle Conferencing” – certified trainer by International Institute for Restorative Practices
“Restorative Justice Processes in the Workplace” - Transformative Justice Australia;
Post Secondary Courses taught:
Basic and Advanced Mediation Courses, Queen's University School of Theology (taught multiple times over 5 years)
Mediation and Negotiation, Department of Communication, University of Ottawa (taught over 2 years)
Masters Program in Conflict Management, St Paul University (guest lecturer)
Basic and Advanced Mediation - taught numerous times for CanMediate International over 20 years.
Conducting Effective Workplace Assessments - Canadian Institute for Conflict Resolution and numerous other professional groups over 15 years.
Ruth has mentored 10+ professional mediators who are new graduates from the Carleton University Post Graduate Certificate Program in Conflict Management as well as graduates of the Harvard School of Negotiation, Canadian International Institute of Applied Negotiation and others.
Professional Development courses, workshops and keynotes
Ruth has spoken at conferences around the world on the topics of conflict, building effective organizations, mediation and Alternative Dispute Resolution, understanding and working with difficult people, leading through conflict and change, and more... For additional information please go to her website www.canmediate.com.
- Awakening the Workplace Vol 3 – The High Co$t of Super-Conflicts in the Workplace,
Ed: Kathy Glover-Scott & Adele Alfano, Experts Who Speak Books, Oct 2008 - Collaborative Leadership – Waste of Time or Solution to Complex Problems? Employment
Relations Today, May 2008 - Immunize Your Organization Against Super-Conflicts, Employment Relations Today, Mar 2008
- Creating Workplaces that WORK!!, HR Now, publication pending
- Interest Based Negotiation Handbook - Internet E-book, 2006
- Mastering Difficult Situations and People We Find ‘Challenging’ - Internet E-book, 2006
- The Gift of Improvisation in Mediation - Internet E-book, 2007
- The High Cost of Conflict and New Ways to Manage It!, Strategic Human Resources Conflict News
Vol 6 Num 6 ISSN 1487-7783 July 1999. - An Alligator by the Tail – Confronting Conflict Creatively, Internet E-zine, January, 2000
- Building a Harassment Free Workplace - Participants and Trainers Manual,
co-authored with M. Bond, The Federal Center for Workplace Conflict Mgmt, 2001
Ruth subscribes to the Codes of Conduct of ADR Canada and the International Mediation Institute. She also operates following these fundamental principles:
1. Our objective is to support the client group individually and collectively in examining the dynamics within the work group, roles and responsibilities, communication, approaches to conflict and other related topics, with a focus on creating a healthier workplace free of harassment and discrimination.
2. We strive to create a partnership with the client group (management, participants, the union and HR) in order to create a collaborative working environment that will maximize the potential for success.
3. We customize each and every process we do to fit the group, the situation and the culture of the organization. This customization is done in collaboration with the client group.
4. As part of this process we will co-develop the Project Plan / Terms of Reference, participant list(s), time lines, logistics and approach with the client group and in particular with management.
5. We recommend a Multi-phase process to build participant engagement, facilitate customization and to provide the client with more control over the process and its costs. Appendix A outlines our approach to Workplace Restoration / Partnered Workplace Renewal Processes™ in more detail. Final decisions always rest with management. If we have concerns – we will raise them for discussion. If you have concerns we ask that you raise them with us for discussion as well.
6. Participants, the union and other stakeholders will be consulted and have input where it is appropriate. We believe that consultation and input increase engagement with the process and improve outcomes.
7. Initial time estimates are based on our best forecast of what may be needed. Given that the exact issues and the nature of the situation are not known at this time and that these situations are inherently unpredictable, complex and layered in terms of their dynamics, it is difficult to accurately predict what will be needed to address the situation. More concrete costs / times can be provided as the process unfolds.
8. The voice of experience: Based on 20 years’ experience, a Workplace Assessment / Needs Assessment recognize and support the completion of the process to prevent re-victimizing people and making the situation worse. This does not mean an open-ended budget or unlimited work – but rather a realistic approach to addressing the issues that need to be resolved. If this support is missing then we find it is generally better not to initiate the process at all to avoid creating expectations that cannot or will not be met.
9. It is also worth noting that it is difficult for one consultant to work effectively with an assessment report created by another consultant. The consultant doing the interviews and assessment gains a great deal of knowledge of the subtle behind-the-scenes dynamics within the group that is impossible to convey in a report. Consequently we find that these processes work best when the same consultant conducts all phases of the Workplace Restoration.
IMI Professional Conduct Assessment Process.
Ruth holds Errors and Omissions and Commercial General Liability Insurance through ADR Canada.