Cultural Mediation

Co-created by Anastasia Rosen-Jones and Susan deVeer

Question: What is New Horizons' Cultural Mediation Model?

Answer: New Horizons Cultural Mediation Model is a training, coaching and practical application approach to empowering those in leadership positions to function effectively in such a manner as to be able to guide others (as well as themselves) to embrace a lifestyle based on a foundation of exceptional community life.

Question: Where and how did New Horizons' Cultural Mediation originate?

Answer: Check out the following links for background information on New Horizons' Cultural Mediation Model. In progress.

About New Horizons' Cultural Mediation Training and Coaching

Cultural Mediation Exceptional Leadership and Community Development Training includes consulting and coaching processes that as follows --
  • That seek to surmount -- often through meaningful dialogue events -- the non-creative polarization often accompanying diversity in businesses and organizations. Examples of obstacles to collective progress typically addressed are: divergent cultural (and personal) attitudes, beliefs, values and resultant positions or rigidity;
  • Generally offered to faith group leaders, board members, executives, administrators, committee heads or other policy makers as preliminary steps in the expansion, reorganization, redirecting or reunification of an organization.
Notable results include –
  • Organizational turnaround strategies;
  • Volunteer or staff recruitment
  • Fundraising enhancement and survival strategies;
  • Media campaign development (i.e. publicity and media relations exposure). 
Cultural Mediation Dialogue Events are generally structured and guided conversations or dialogues that seek to build group or organizational unity, transforming the challenges of polarization into elegant solutions and creative activities (see “Our Basic Series” below).  Storytelling also plays a major part in our approach. Our Coffee House Conversations On Race, Police and Community Relations have been among our most successful event formats of a public nature. Special events can also be designed for your group or organization. 

(Also see our Season For Non-Violence program, “The Abkhazian Dinner” and information on our Saving Centernnial Project in which we guided a local Methodist Church in danger of shutting down to come together across severe lines of polarization and raise the money needed to stay open. Today this church is thriving.)

More to come.

Cultural Mediation Paradigm Principles:
Foundations of New Horizons' Small "Zones of Peace" Exceptional Community Development Approach


*Principles are based on an earlier study by Anastasia Rosen-Jones (formerly Marcia E. Rosen), original paper Women's Studies, University of Maryland, College Park, 1985. And, in 1999 the interweaving into New Horizons programs of the philosophies of the ancient community principles of Abkhazia as recorded by Murat Yagan.

**See additional background notes below

The Cultural Mediation Paradigm focuses on the building and sustaining of small ”zones of peace,” as per a notable quote by Mahatma Gandhi, as a basic organizing principle for a local and world greater peace.

Principles For The Collective
(Scroll down for Principles For The Individual)

Principle #1

All apparent practical solutions need to be reviewed and approved by the highest of ethical principles (i.e. honesty, kindness, compassion, altruism etc.) in order to carry the full weight of resolution into practice;

Principle #2

When it is noted that apparent solutions do not carry with them said stamps of approval, be these absences of a moral, religious, spiritual or secular nature, sabotages are likely to occur to "seemingly" valid solutions as care of the whole person and the whole system is most likely being compromised in some way.

(See discussion on "exceptional communities"  excerpted from The Middle East Crisis In My Backyard,  a work in progress at Anastasia The Storyteller)

Principle #3

Almost every culture that has endured has had some over-arching ethical system, even if flawed.

Principle #4

To the extent that flaws exist in a culture or society, there are discernable lessons to be learned from said entities that can further our perspectives and provide strategies for a more conscious human evolution.

Principle #5

Our troubles are not political, per se. Rather they result from a resistance to accepting that our ultimate survival depends on altruism and building that premise into the solving of our problems, be they of great or small concerns.

Principle #6

Particularly in this era of worldwide diversity and the critical need for planetary unity, groups, as well as individuals, must be especially astute in their assessments as to what is truly urgent and who truly is an enemy of peace and unity.

Principle #7

Successful collective efforts demand that we:

  • Leave our ego attachments at the door;
  • Release our assumptions, prejudices, judgments and expectations;
  • Monitor those behaviors, attitude and feelings that draw us into excessive survival functioning (that which exceeds our basic needs);
  • Develop community structures wherein our limitations to seeing the fullest, most expansive realities available to the collective perception are transcended. Alone we are unable to adequately comprehend that which is whole.
Principle #8
The honoring of respected Elders is an essential ingredient of societal well-being.

Native American word to the wise, “A nation that does not respect its Elders cannot hope to survive.”

Also see The Abkhazian Book of Longevity And Well-Being by Murat Yagan.

Principles For The Individual

Principle #1

Each individual must take full responsibility to do their ultimate best to create small “zones of peace” everywhere they go, every day in every way.

(See discussions on “Ten Pledges for Peace”.

Principle #2

Each individual needs to, personally, maintain an irrefutable position of “intention to learn” rather than an “intention to defend.”

Principle #3

Each individual needs to, personally, strive for excellence in all their affairs, from the least to the greatest, body-mind and spirit.

Principle #4

Make supporting and empowering the excellence of others your commitment and your intention in all of your actions and activities; always striving to assist others in attaining  their own unique highest good.

** Background: Soon after Anastasia returned to work in 2006, a Jewish/Muslim controversy broke out in Frederick County, Maryland. At the time, Anastasia was the newly elected president of the local chapter of a national Jewish women's organization. In a quandary as to how to guide the organization through this turbulent time, Anastasia turned to New Horizons for support. Sue deVeer, a lifetime Quaker, joined with Anastasia, on behalf of New Horizons.  Their successful, behind-the-scenes reconciliation efforts bridged the conflict and heralded in a series of annual celebrations for local Jews, Muslims and, later the Christian community also.

Two “new” New Horizons initiatives that evolved out of this collaboration are: 1. Cultural Mediation Coaching and Consulting and 2. Coffee House Conversations, programs, generally based on community dialogue designed to overcome polarization entrenchment. See our Cultural Mediation brochures for further details and to request an initial consultation. (Contact Anastasia at: cell: 240.409.5347 or

Through this collaborative effort the "old" New Horizons evolved into the "new" New Horizons.  And, Anastasia began her most recent book in progress, The Middle East Crisis In My Backyard. See excerpted discussion on "exceptional communities on Anastasia The Storyteller.)