Consultation
Inter-organizational, group, and team collaborations
When organizations, groups, and teams begin working together, the first crucial step involves identifying the shared and different interests of all parties. Next comes interpreting those interests in terms of organizational structures and systems that will support joint action. We guide clients through these initial stages and often take them through an action planning process. This process leads to working agreements that clarify respective roles and responsibilities in collaborative endeavors and relationships.
Integrated conflict management systems
Conflicts erupt everywhere within organizations. Often, the best way to prevent, manage, and resolve the discord is an integrated approach that focuses on its root causes, encourages dissent, builds collaborative problem-solving into the organization's culture, and assures a coordinated response through a variety of options to whatever conflicts arise. We work with clients on designing and implementing these integrated systems.
Conflict assessments within and between organizations
An analysis or diagnosis of the kinds of conflicts that arise within and between organizations is a necessary prelude to the design and development of a conflict management system. We recommend that organizations examine the sources and nature of their conflicts, how these conflicts are currently managed and resolved, who is accountable within the organization, and whether the stakeholders are satisfied with current means of conflict resolution. As part of our consulting service, we can help organizations conduct this review.
Internal ADR systems
Conflict among employees and between employees and supervisors is inevitable within organizations. Alternative dispute resolution processes, including mediation and arbitration, can help parties resolve their differences. We serve as process facilitators and design consultants for labor and management partners who choose to develop and implement ADR systems to address intra-organizational conflicts. Recent projects include the evaluation of workplace programs for the U.S. Equal Employment Opportunity Commission.
Interest-based grievance and complaint systems
Jointly designed problem-solving approaches, used during the initial steps of a grievance process, can be a boon to labor and management. We work with both parties to design a site-specific process and then provide problem-solving skills training to both union and management.
Culturally responsive and inclusive conflict resolution processes
Conflicts within organizations often involve cultural misunderstanding. We work with disputants in an inclusive process that explores differences in the ways of approaching conflict that also addresses the substance of the dispute. Using a combination of dialogue and interest-based analysis, we help parties articulate underlying assumptions, mitigate misinterpretations, and guide them toward a resolution that is understood and workable from multiple perspectives.
Labor-management relationship building
A stronger relationship between labor and management may provide the competitive edge that companies (and workers) need to survive in today's economy. We can facilitate a dialogue between labor and management that enables the parties to express and hear each other's concerns. We can then guide their joint development and implementation of plans and procedures that will improve their working relationship.
Processes for productive dialogue and relationship building
Problem solving and planning often involve balancing conflicting needs and perspectives. When parties intentionally engage in exploratory dialogue prior to problem solving, the quality of their relationship and insight into one another's perspectives can significantly improve decision-making processes and outcomes. We encourage and assist parties who choose this approach.
