Center for Conflict Resolution
Programs and results
What we aim to solve
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Mediation
Now offering professional conflict resolution services in Kansas City and surrounding areas. Transformative conversations are facilitated between disputing parties by trained impartial mediators. Participants can include neighbors, consumers and merchants, family members, peers in school, employees and employers, victims and offenders, or members of organizations. Agreements are mutually agreed upon, written, signed and follow-up processes are conducted to ensure mutual satisfaction.
Conflict Resolution Training
CCR offers training opportunities for those interested in learning more about peaceful conflict resolution. Training at CCR includes: Interpersonal Conflict Resolution, Mediation, an Introduction to Restorative Justice, Circle Process Facilitation, Victim/Offender Dialogue, and Strategies in Trauma Awareness and Resilience (STAR), Anger Management (Re-Think Conflict) and Peer Mediation Training.
School Services
CCR facilitators trained in Restorative Practices work in conjunction with schools and local youth organizations to help students learn nonviolent communication skills and how to transform conflict in peaceful ways. School services include: Mediation for student disputes, Peer Mediation Training, Conflict Resolution Workshops for at-risk students, Discipline That Restores for teachers, Bullying prevention techniques, Restorative Justice Circles, and "Second Step" conflict resolution classes round out the training CCR offers to elementary, middle and high school students.
Corporate Training and Coaching
Diverse work environments are more creative and productive, saving businesses and organizations time and money, decreasing turnover and increasing profits. Managing that diversity can be a challenge. When companies are seeking to address divisive workplace issues, CCR assists them in discovering conflict styles, exploring options and making plans to move ahead cooperatively and profitably.
Restorative Justice
Neighborhood Accountability Boards and Victim-Offender Dialogue assist core participants in finding outcomes to harm that meet the needs created by harm and restore, to the extent possible, the relationships effected by harm. Restorative Practices are being used by courts, schools, prisons and neighborhoods to find alternatives to the criminal justice system in dealing with wrongdoing. RJ invites people who commit harm to take responsibility for what they did, make restitution, and make positive choices moving forward, while helping the harmed and the community-at-large meet the needs of everyone effected.
Where we work
Awards
External reviews
Videos
Goals & Strategy
Learn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
The ultimate goal of the Center for Conflict Resolution (CCR) is to help to create a city where all address conflict in just and peaceful ways. Mediation, skilled Facilatation and preemptive Conflict Resolution Training will become the norm for individuals, families, businesses and organizations. CCR has a goal of doubling our impact over the next 3 years and will be able to respond to every call for service we are presented with. CCR's Conflict Resolutuion and Restorative Justice processes and training have been proven effective over the years and we continue to find ways to rigorously evaluate our programs and processes. Too often people's first inclination when faced with conflict is retaliation and escalation. Violence reduction will happen when people know they have a resource and a safe way to solve issues in conflict. CCR needs to be known and utilized as a resorce in the area and that will happen when we have become recognized by the general public as a resource for safe and effective processes. We have found that people want to solve conflict in peaceful ways but don't have a known process to do so. When we are able to encourage people to sit in the same room, they are able to see a different perspective.
What are the organization's key strategies for making this happen?
The staff at CCR conduct approximately 3 interviews/meetings a week with new perspective partners as we grow our impact in the community. We continue to offer expert services and will diligently search for sources of funding that build our capacity to serve the community. CCR is dedicated to continued education for staff and volunteers in our filed, which translated to cutting edge processes that are pertinent to our clients.
What are the organization's capabilities for doing this?
CCR capabilities start with a well-trained staff but are fully supported by the work of the board of directors. The financial health of the organization, the foundation for a non-profit, is strong. A diligent board executive committee fully understands the finances, the operations and the programs of the organization. CCR staff, volunteers and board work together to strengthen our capacity to serve more and different populations.
What have they accomplished so far and what's next?
The organization has doubled in size over the past three years meeting a goal to serve more people with Conflict Resolution and Restorative Justice processes. There is a definite need for our services in the city, region and the country. We can effect change only as much as we have resources to do so. Parties uphold agreements when they have a say in outcomes. Solutions that are imposed by an authority rarely work.
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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How is your organization using feedback from the people you serve?
To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals
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Which of the following feedback practices does your organization routinely carry out?
We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We tell the people who gave us feedback how we acted on their feedback
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What challenges does the organization face when collecting feedback?
It is difficult to get the people we serve to respond to requests for feedback, Staff find it hard to prioritize feedback collection and review due to lack of time
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
Connect with nonprofit leaders
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- Analyze a variety of pre-calculated financial metrics
- Access beautifully interactive analysis and comparison tools
- Compare nonprofit financials to similar organizations
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Connect with nonprofit leaders
SubscribeBuild relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.
- Analyze a variety of pre-calculated financial metrics
- Access beautifully interactive analysis and comparison tools
- Compare nonprofit financials to similar organizations
Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.
Center for Conflict Resolution
Board of directorsas of 02/14/2023
Rose McLarney
Sisters of St. Joseph of Carondolet
Term: 2019 - 2023
Rik Siro
Siro Law P.C.
Dan Jeffers
Newhouse, Byers & Swaney P.C.
Rose McLarney
Bill Cordaro
Stewardship Partners and Resources
Darryl Fields
Mid America Regional Council
Robert Hughes
Overland Resource Group
Michele Kilo
Brad Poos
Jacque Kelly
Crestwood Painting LLC
Maria North Morgan
Equity in Motion
Yvette Richards
St. James UMC
Brian Roper
One Life Second Chance
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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Board orientation and education
Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes -
CEO oversight
Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes -
Ethics and transparency
Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes -
Board composition
Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes -
Board performance
Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes
Organizational demographics
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
Leadership
The organization's leader identifies as:
The organization's co-leader identifies as:
No data
Race & ethnicity
Gender identity
Transgender Identity
Sexual orientation
No data
Disability
We do not display disability information for organizations with fewer than 15 staff.
Equity strategies
Last updated: 05/13/2021GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more
- We review compensation data across the organization (and by staff levels) to identify disparities by race.
- We ask team members to identify racial disparities in their programs and / or portfolios.
- We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
- We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
- We disaggregate data by demographics, including race, in every policy and program measured.
- We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
- We use a vetting process to identify vendors and partners that share our commitment to race equity.
- We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
- We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
- We have community representation at the board level, either on the board itself or through a community advisory board.
- We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
- We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.