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.
Larry Susskind's gives basic advice to those coming into the field.
By Larry SusskindYou are about to read an atypical article/testimony honoring two October celebrations. In truth, both are dedicated to raising awareness, promoting education and helping people understand options on a journey...
By Steffi BerkowitzFeelings and emotions are an integral part of any mediation or negotiation. When I give talks or training on mediations involving money disputes, such as credit-card debt cases (read the...
By Jeff Thompson