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H. Scott Clemens, MA, MPsy
Clinical Sociologist

Helping individuals, communities, and organizations plan, make, and manage change.


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This is the website of the official H. Scott Clemens in Dallas, TX. H. Scott Clemens usually goes by his first name and therefore is often called just Scott Clemens. He was born in Dallas, TX and raised there for much of his early life. Although he moved away several times he always returned to Dallas, TX. Scott Clemens has a master's in sociology. He is focused on sociological practice or clinical sociology and would be called either a sociological practitioner or a practice-oriented sociologist or clinical sociologist. Sociological practice or clinical sociology is focused on using theories and methods to help individuals, communities, or organizations. Areas on which Scott Clemens has focused are group and relationship dynamics, organizational development, and conflict and peace. Scott Clemens’s work with individuals has already been discussed as have organizational development. However, organizational development will be addressed a bit more. Organizational development is involved in the “people aspects” of organization. This is different from a efficiency consultant or a management consultant. The latter are more about the economics of the organizations, where as organizational development is looking at people and relationships, which will have every bit of negative impact on the efficiency of the organization as the other approaches. So the focus of organizational development is similar, but different to management and efficiency consulting. Another area that Scott Clemens has expertise in is conflict resolution (conflict management) and mediation. Conflict resolution or conflict management is a much broader field that what most people have experienced. Most people think of mediation and when they think of mediation they are thinking of mediation as it involves legal conflict. While Scott Clemens is qualified to do that kind of mediation, mediation in its simplest form is when a person works with two or more parties to help them either reach some kind of agreement or just a better understanding. Friends, families, neighbors, coworkers, all benefit from mediation at some point from people around them in their environments. H. Scott Clemens expertise is in mediating interpersonal conflict, which is an entirely different skill than legal mediation. Interpersonal conflict (conflict with people around us that we have some personal relationship or interaction with) involves emotions and feelings and has no legal resolution. Fights with family, bosses, and coworkers cannot be resolved through a court of law, and requires those mediating to be comfortable in dealing with emotion (even very intense emotion). Organizational conflict, and conflict in communities, is also particularly complex conflict. Once again there is often no legal resolution to this type of conflict and sometimes it is not as simple as just firing someone from an organization or removing them from a community. Organizational conflict, and conflict in communities, is complex because it usually involves multiple parties (sometimes even multiple “factions”) and the formal structure of the organization or the invisible underlying social structure of the organization or the community make a “simple” mediation impossible. In these situations, a collaborative analysis has to be done of the organization or community to better understand some of the underlying factors. This is why it is important to understand that mediation and conflict resolution or conflict management are not synonymous. Mediation is a skill or a type of intervention that is sometimes used in conflict resolution or conflict management. A mediator is a role that a conflict resolution professional or conflict management professional sometimes assumes. However, there are many roles and many interventions that a knowledgeable professional will have to assume. If conflict is particularly complex then analysis will have to be performed, which involves using research skills to formally study and observe the conflict. While conflict will frequently involve some type of mediation (though it might be informal), resolving conflict in complex scenarios like organizations or communities often require deeper changes to the structure or the processes of the organization or community. Scott Clemens’s sociological training, combined with his background in psychology, provides an optimal background for dealing with various types of conflict: interpersonal conflict, structural conflict, and social conflict. In addition to an educational background in sociology and psychology, he has specially focused training in conflict management and Nonviolent Communication (NVC). Nonviolent Communication (NVC) is particularly well-suited for working with intensely emotional conflict. Nonviolent Communication (NVC) has a perspective and a set of tools that can help people move beyond judgment, blame, criticism. With Nonviolent Communication (NVC) people are able to hear beyond that judgment and understand what is important to the other person, even if the other person says things in ways that might be difficult to hear. Moreover, Nonviolent Communication (NVC) incorporates a set of principles that help to create connection between people and facilitate cooperative interaction.