Anne-Marie Cade

In this instalment of the Bulletin’s series of interviews and profiles celebrating the critical work of Australian ADR Award recipients, this week ADC spoke with Anne-Marie Cade who was honoured as 2024’s Conflict Coach of the Year, as well as receiving both the ADR Innovation of the Year and ADR Project of the Year awards.

Ms. Cade is widely respected for her groundbreaking work in conflict resolution, particularly in the realm of Divorce Coaching. With a focus on early intervention and equipping clients with the tools to manage and resolve conflicts effectively, she has pioneered a service that addresses the needs of separating couples, especially where children are involved. Her innovative approach is helping to reduce the negative impacts of divorce and promoting healthier outcomes for families.

Her expertise extends beyond individual coaching, with her work in training professionals, including lawyers and local government councillors, on conflict resolution skills. Her 2023 Churchill Fellowship, which allowed her to investigate best practices in Parenting Coordination, is a testament to her commitment to lifelong learning and her dedication to improving ADR practices globally.

A trailblazer in her field, Anne-Marie continues to drive positive change in the ADR community, helping individuals and organisations navigate conflict with empathy and effectiveness. She has also been recognised as Australian Mediator of the Year (2023) by the Australasian Law awards, and Innovator of the Year, Thought Leader of the Year, and Wellness Advocate of the year at the Women in Law awards in 2020.

Being recognised with the titles of Conflict Mediator of the Year, ADR Project of the Year, and ADR Innovation of the Year at the 2024 Australian ADR Awards has significantly elevated my practice in several ways:

  1. It has enhanced credibility and trust as they validate my expertise and innovative approach to alternative dispute resolution (ADR), instilling greater confidence in clients and stakeholders seeking my services.
  2. The awards have expanded my professional network and opened doors to collaborate with like-minded practitioners, organizations, and policymakers. It has also increased invitations to contribute to publications and design training programs.
  3. Clients now approach me with a deeper appreciation of my skills and the impact of my work. The recognition has reinforced my reputation as a leader in managing complex disputes and innovative ADR processes.
  4. The acknowledgment of my work in ADR innovation and project management has encouraged me to continue developing cutting-edge approaches, including those integrating neuroscience and social psychology in conflict resolution.

Integrating conflict coaching skills into my mediation practice allows me to provide clients with tailored support that enhances their ability to navigate disputes effectively. Here’s how I approach this integration:

  1. Empowering Clients with Self-Awareness – I use coaching techniques to help clients identify their conflict styles, emotional triggers, and core values. By fostering this self-awareness, clients gain clarity on their goals and interests, which supports more productive participation in mediation.
  2. Building Communication and Negotiation Skills – through conflict coaching, I equip clients with tools to express their needs and concerns constructively. This includes active listening techniques, reframing strategies, and approaches to manage difficult emotions during mediation sessions.
  3. Focusing on Preparation – before mediation, I work with clients to understand the dynamics of the dispute and to develop strategies for effective negotiation. Coaching sessions often involve role-playing exercises or scenario planning to build confidence and reduce anxiety.
  4. Shifting from Positions to Interests – I guide clients to move beyond rigid positions by exploring underlying interests and concerns. This coaching insight facilitates a more collaborative mindset in mediation, leading to solutions that address mutual needs.

This integration of conflict coaching enriches the mediation process, making it more client-centered. It bridges the gap between short-term resolution and long-term capacity-building, ensuring clients leave not only with agreements but also with skills they can apply in future conflicts.

My research on Best Practice in Parenting Coordination (PC) internationally aims enhance the practice of Parenting Coordination (PC) domestically and globally. By identifying and promoting best practices, the research supports families navigating high-conflict separations, reducing stress for parents and children. A more structured and effective PC process can help parents resolve disputes quickly, protecting children from prolonged exposure to conflict.
Sharing insights from international PC practices fosters the development of consistent, evidence-based guidelines. This encourages practitioners worldwide to adopt approaches that are proven to work, enhancing the quality of service delivery and client outcomes.

The research highlights the role of PC as a valuable dispute resolution tool, encouraging its adoption in jurisdictions where it is underutilized or misunderstood and provides an alternative avenue for conflict resolution as effective PC reduces the caseload in family courts. This allows the legal system to allocate resources more efficiently while offering families a more collaborative and less adversarial path forward.
The study of diverse international practices ensures that PC approaches are adaptable to cultural differences and sensitive to varying legal, social, and familial norms.

The research can influence policymakers to prioritize the practice in legislation and family law reform. It serves as a foundation for advocacy efforts aimed at making PC more accessible and affordable.

Introducing Employee Support Services (Divorce & Conflict Coaching) offers a proactive way to support employees navigating the challenges of divorce, significantly benefiting both employees and their organizations. Here’s how I believe these services will make a difference:

  1. Reducing Emotional and Mental Stress
    Divorce is one of the most stressful life events, often affecting employees’ emotional well-being. By providing coaching support, employees gain tools to manage their emotions, reduce stress, and build resilience, helping them maintain focus and stability in their personal and professional lives.
  2. Enhancing Workplace Productivity
    Divorce-related stress can lead to reduced productivity, absenteeism, or presenteeism (being physically present but not mentally engaged). With targeted coaching, employees are better equipped to cope with their challenges, minimizing workplace disruptions and enabling them to remain effective in their roles.
  3. Providing Tailored Conflict Resolution Skills
    Coaching helps employees develop conflict management strategies, whether they’re negotiating custody arrangements, managing co-parenting dynamics, or navigating workplace conflicts that may arise due to personal stress. These skills have long-term benefits for their personal and professional interactions.
  4. Creating a Culture of Support and Inclusivity
    Offering such services demonstrates that the organization values employee well-being, fostering a supportive workplace culture. This can enhance morale, strengthen loyalty, and reduce turnover during a time when employees might otherwise feel unsupported and consider leaving.
  5. Boosting Emotional Intelligence and Coping Skills
    Employees learn tools such as emotional regulation, mindfulness, and constructive communication, which not only aid in their divorce journey but also enhance their overall workplace performance and relationships.

By integrating these services, organizations position themselves as compassionate, forward-thinking employers, directly contributing to the well-being and stability of their workforce while reaping the benefits of a more engaged, productive, and loyal team.

The future of mediation training and practice in the family law disputes sector offers immense potential for innovation, with opportunities to enhance mediation training. By integrating technology, interdisciplinary approaches, and advanced skill-building techniques, the family law disputes sector can evolve to meet the growing complexity of modern family dynamics while promoting peace and justice in society.

  1. Integrating Neuroscience and Psychology into Training
    Understanding how the brain responds to stress, conflict, and negotiation helps mediators manage emotional dynamics more effectively. Training programs could include modules on emotional regulation, trauma-informed practices, and psychological safety to improve engagement and decision-making in high-conflict cases.
  2. Expanding Online Mediation and Digital Tools
    The rise of online mediation during the pandemic demonstrated its accessibility and efficiency. Platforms could be enhanced with features like AI-driven case analysis, virtual whiteboards for co-parenting plans, and real-time language translation to support diverse families.
  3. Advancing Cultural Competence
    Families from diverse backgrounds may have different expectations and needs in mediation. Incorporate training on cultural humility, bias awareness, and inclusive practices to ensure equitable and respectful mediation for all families
  4. Utilizing AI and Predictive Analytics
    Data-driven insights can enhance case preparation and outcome forecasting. AI could assist in analysing case patterns, identifying potential areas of agreement, or offering tailored resources to mediators and families.
  5. Incorporating Virtual Reality (VR) Training Simulations
    Experiential learning through VR can better prepare mediators for real-world challenges. Develop immersive VR scenarios that replicate high-conflict mediation settings to build mediator confidence and adaptability.