Ocean Soul Renewal delivers a variety of outcome-oriented personal, family, community, organizational, and team services to manage conflict, enhance communication and understanding achieve healing through Mediation and Restorative Justice. Restorative Justice and peace circles involve processes to involve all, those who have a stake in a specific offense, injustice or trauma and collectively identify and address harms done. Victim and community needs and wrong-doer obligations are all incorporated in order to heal and put things as right as possible. Mediation is outcomes oriented and is focused on win-win agreements. Robert Drake teaches Restorative Justice at San Francisco Theological Seminary and the Graduate Theological Union of Berkeley, California. He has led solution-oriented mens’ circles for 30 years and is a practitioner of restorative justice in the San Francisco Bay Area.
All restorative justice and peace circles utilize the pillars and values of restorative justice: respect, dignity and safe communication for all involved. A peacemaking circle is a process for developing a consensus on an appropriate plan that addresses the concerns of all interested parties in a conflict utilizing principles handed down from Indigenous cultural traditions. During our peace circles, communication is open and we focus on coming to terms with trauma, hard truths, conflict and responsibility. We will work diligently to find a solution and make things right again. Peace circles may be used for issues involving bullying, school, family, community or organizational conflict. Peace circles may be used for issues involving bullying, school, family, community or organizational conflict.
Communication, Healing or Peace Circles are designed to open communication, bring understanding and address harms done. Peace or Restorative Justice Circles use traditional adn proven techniques to create an environment where all interested parties can speak openly and join in a shared search for understanding of the event and identify the steps necessary to begin the healing process and prevent further suffering. Circles are useful for bullying, family or community conflict, crime and resolution, victim-offender meetings, team building or trauma. The basic principles of Peace Circles are respect, open communication, paying attention to harm done and obligations created by those harms in order to make things as right as possible. In a peace circle there is no cross-talk – everyone gets to speak without interruption. Some types of circles:
Communication and Understanding
School Discipline and Bullying
Neighborhood Tension and Community Conflict
Victim – Offender and Victim Support
Transition, Re-entry and Reintegration(into community or school)
“I’d like to try to say (in a poem)
the words I have to thank
For all that you have done
For what you have shown
who faltering in books
or bending at the waist
or tending beside the bed (as chaplains)
— we looked in your direction to see
you showing the way to a newer, brighter land.
THANK YOU Robert Drake
for your utter brilliance of mind, body, spirit-soul.
Much love, and deepest respect to you ~ “
Kate W., Student and Colleague, March 2015
Family Peace & Reconciliation
Mediation has distinct advantages over litigation. It’s private and costs a lot less. Litigation, by definition, is public and so the process and results are also public. The costs of attorneys and the courts may be catastrophic and still leave one side completely unsatisfied. Mediation is a fast and inexpensive way to resolve disputes and offers win-win solutions. If you want to reduce your costs, keep your process private, greatly speed the time to an agreement, and have a win-win solution in which relationships can be maintained, choose mediation.
While conflict is a normal part of our everyday lives, it can often be uncomfortable, isolating and counterproductive, at home or in the workplace. When you find yourself in a dispute with a family member, fellow employee, manager, or colleague, mediation can help you resolve issues in a private, confidential, and expeditious manner. In comparison, litigation is a “zero-sum game” in which one side wins and one side loses, all at great financial cost.
Mediation is different. It’s based upon communication and an intention to come to a satisfying and fair agreement that serves both parties. Mediators are trained to find workable outcomes, not to punish the “losing” side. In mediation the goal is to find a solution, a workable outcome that is at the very least acceptable to all parties. Mediators cannot make decisions or force decisions on the parties involved in the dispute.
How does mediation work?
Brief consultation by phone.
Initial 30 to 60 minute in-person or conference call consultation.
In person joint sessions with all parties. Ground rules are agreed to and each participant’s objectives and needs are outlined. During the first meeting, the lead explains the process and answers questions. After the parties have told their side of the story, the mediator may ask for clarification or elaboration on particular issues. Following the joint session, the lead or co-mediator may meet with each party separately to discuss the issues in greater detail and to gain a better sense of how the parties would like to resolve the dispute. In these meetings, the lead or co-mediator helps the parties try to find an appropriate way to solve their problems.
Agreement and Signing: At the end of the process, a detailed written agreement is developed and signed by both parties.
What’s different about my mediation?
My mediation’s are respect-based and emotional safety for all is always maintained. This means I build into the processes and procedures explicit mechanisms designed to enhance the feeling of safety, respectful communication and personal dignity. The result is faster, fairer, more enduring agreements.
What kind of outcome can I expect?
You can expect to come to terms that are acceptable. If you agree to at least respect the view-point of your counterpart contestant across the table from you and if you are honest about your needs; if you agree to hear and be heard, you can expect satisfaction. If you want to “win” and your counterpart to “lose” you should consider litigation.
What kinds of mediation do you do?
Workplace & Organizational – disputes between co-workers or between employee and employer
Family – disputes between family members, spouses or parents-children
Community & Civil – disputes between neighbors or between company and citizen populace
Environmental – disputes between stakeholders in environmental issues