Conflict Resolution

Works with individuals, groups and organizations to address, manage and resolve conflicts by using tools like conflict assessment, consulting, training, coaching, facilitation, mediation, system design and whatever is needed for conflicts to be addressed effectively and to improve communication and collaboration.

Consults with groups and organizations to identify and assess existing or anticipated conflict, its scope, its effects, and to plan an appropriate system or process for the conflict and the group or organization.

Conflict Resolution Training available to provide participants with practical skills to identify, address, manage and resolve conflict effectively. Presentations and Training Sessions of varied length available and can be customized for specific organizational needs. Conflict Resolution Training provided nationally since 1995.

Conflict Coaching available for individuals or groups to clarify issues, needs and ideas for conflict engagement, to prepare before negotiations, and to practice effective conflict management skills.

Selected Scenarios where a Conflict Resolution approach has helped:

An organization recognizes it has no structure for receiving or responding to employee concerns.

Since a new person has joined the group, there is significantly more disagreement and conflict.

A highly competent and valued employee has been having increasingly loud arguments with his/her manager. The arguments are overheard by everyone else in the office.

Customers are reporting increased tension and gossiping in a field office.

Many teams report that one Senior Manager’s “scorched earth” manner of dealing with people is causing people to leave the organization.

Everyone in an office agrees there is one “difficult” employee who is excluded from office information and activities.

 A Senior Manager notices increasing organizational tension and wants to provide skills to managers to address issues more quickly, at lower levels, and with more confidence.

A change in organizational structure and leadership has provoked uncertainty and more conflicts at an academic institution.

There is an increasing number of employee complaints.

The new Director of a non-profit organization has identified dysfunction among the Board of Directors.

Former spouses, each of whom has remarried, want to change their hostile communication patterns and create a better environment for the children they share.

A group of people recognize they must communicate more effectively and have better ways to disagree and solve problems if they are to succeed together.