Texas Conflict Coach Audio Blog by Pattie Porter
Like many conflict resolution or ADR professionals who start as a mediator, it doesn’t take long before a mediator doing workplace cases in one organization begins to wonder about the organization’s culture, communication, or leadership skills. “If only the organization had better practices, the mediation (or coaching or training or group facilitation) wouldn’t be needed”, many have thought. When working within an organization, the conflict resolution professional may begin to see issues or trends across departments that may suggest systemic issues. Now what? Explore the opportunities and challenges to communicate organizational issues to senior leadership by considering: When is an issue systemic? How is it assessed? How is it communicated? What next? Who is responsible? Consider these issues from the perspectives of an internal conflict resolution consultant at a company and an organizational ombuds at an educational institution and academic medical center.
Teresa Wakeen talks about why she believes that mediation on the East Coast is ten years behind mediation on the West Coast. East Coast more aggressive with litigation, sees mediation...By Teresa Wakeen
While members of the Bar benefit from local court programs that may assign mediators, often serving as volunteers, advocates and their clients often have cases that merit more control over...By Jerry Roscoe