"As long as you think you're green you grow. As soon as you think you're ripe you're rotten."

That quote was echoed most recently by my professor, but I've heard it stated before. After some digging, it turns out that the original expression was, "When you're green, you're growing. When you're ripe, you rot", and was stated first by Ray Kroc, the found of McDonald's. At the heart of this quote is the idea that we must always remain open to learning. The moment we think we know everything there is to know, we shut ourselves down to learning. This concept has many applications, but there are two areas related to mediation where I think it can be helpful.

 1. Mediators must be open to learning and developing their skills as a mediator. The moment a mediator decides they are a "great" mediator, they close themselves off from other learning opportunities. I think every mediator should go through a basic, 40-hour mediation training once every five years. Over the past six years, I've sat through seven 40-hour trainings taught by either one of two trainers, and I learn so much more every time. Mediators need to push themselves to take continuing education courses, even if they don't sound interesting. I recently attended a workshop entitled "How to attract a great mentor". I didn't think it would provide any learning related to mediation, but some of the material got me thinking. When you are networking with potential mentors, the relationship must be reciprocal. You need to be engaged in their story, and want to know more about them personally, and not just view the relationship as a networking opportunity. So when I go on informational interviews with potential informal mentors, I ask a lot of questions about them, and how they go to where they are. It deepens my relationship with that person, and often takes the relations closer to friendship, rather than just a mentor/mentee relationship. In mediation, we can use this way of thinking to develop deeper connections with participants. If we develop our curiosity, it encourages us to ask. If we engage in their story, it keeps the process focused on what they want in mediation, and not what we want them to get.


2. Similarly, when we think we have heard all the facts, we are about to rot. In mediation, it's difficult to determine when it is time to move the process along. We may think we know all there is to know about a topic or the conflict, but the participants' energy is what should guide the process. Rather than determine whether you have all the facts, understand that there is always more to know, and more to learn. Ask questions. Explore. Let the participants let you know it's time to move on. When the same information comes up over and over again, and your questions are not uncovering anything new, then it is time to move on. As long as there is new information coming at you, the situation is still green and growing. Even when you do move the process along, be sure not to think that it might be ripe. Be open to exploring again if something new comes out. You may be in the middle of writing the agreement, but if new information is still coming out, be open to exploring it. Let the participants know that you can schedule additional time with them to visit those new topics.