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Conflict Consulting

Some Dispute Resolution Professionals offer their ADR training and experience as consultants to individuals and organizations. Their services involve a wide range of activities and interventions, all designed to help their clients make the highest and best use of the many facets of Alternative Dispute Resolution.

Conflict Consulting for Individuals

Many of the consulting services to individuals are actually coaching and are described on the Conflict Coaching Page.  There are some unique services to individuals that are best categorized as Consulting.

Mediation Advisor: Many individuals participating in Mediation are accompanied and advised by their Attorney.  Having able legal counsel in such setting can be invaluable.  Not every lawyer is well briefed on the mediation process and as such, may not be able to maximize the value of the facilitated negotiation process.  Having a Dispute Resolution Professional on your team can insure that those opportunities that arise in many mediations is recognized, insuring that time and effort involved produce agreements that achieve outcomes that truly achieve your interests and objectives.

Conflict Consulting for Organizations

The real value and benefit of Conflict Consulting is often realized in the Organizational Setting.  Conflicts within large and small businesses, non-profits, congregations as well as Hospitals and Medical Practices can be very disruptive.  The result is often diminished financial and operational performance as well as damaged relationships, adversely impacting the satisfaction of those providing services as well as those being served.

Dispute Resolution Professionals offer a range of services specifically designed to address the conflict that resides in every organization.

Planning Facilitation:

Discussions about the future and direction of organizations, given the likely impact on individual roles and careers, can and should generate considerable passion and contention.  Whether these discussions involve Strategic Issues or Process improvement, ensuring that the resulting emotions generated in these settings is a “positive tension” rather than a disruptive force, is very often determined by the focus and conduct of the participants.  One of the best ways to ensure that the group remains focused and respectful is to engage the services of a skilled Dispute Resolution Professional to facilitate the discussions.

Conflict Resolution Services
Organizations may be well serviced to deploy a range of ADR services within their organizations to assist their workforce to more effectively address their individual disputes with other individuals or departments within the organization.  Those services can include:

Mediation can be provided in two models – Professional and Peer Mediation.  Organizations can retain CRN Dispute Resolution Professionals to serve their workforce as both conflict coaches as well as mediators to address specific disputes between individuals or departments within the organization. 

Or the organization can retain CRN Dispute Resolution Professionals to train selected personnel to serve as Peer Mediators to facilitate the discussions and negotiations between their co-workers.

Arbitration can be offered in two models – Professional and Peer Arbitration.
Disputes that haven’t been resolved through either Professional or Peer Mediation can be elevated to Arbitration, conducted by either a CRN Dispute Resolution Professional or a Peer Arbitration Panel trained and advised by a CRN Dispute Resolution Professional.

Ombudsmen are Dispute Resolution Professionals retained (full-time or part-time) to respond to the concerns and complaints of employees that are directed toward their interaction with their peers, direct reports and/or supervisors. CRN Dispute Resolution Professionals are available to employees and can serve as coaches or can arrange for or provide the facilitation, mediation and arbitration services described above.

Contemporary research into Conflict has determined that it is a constant presence within all organizations and impacts all of the individuals and systems involved.  As a “systemic presence”, the research also suggests that the resident conflict can only be addressed effectively when pursued on an Organization wide basis. Doing so involves the creation of a Dispute Resolution System.  Such systems can operate under the auspices of the organization's H/R department, Compliance Officer, Board or Ombudsmen.

The Dispute Resolution System, designed and implemented by a CRN Dispute Resolution Professional provides the means to prompt the effective resolution of disputes within the organization by those directly involved in the conflicts.  Contrary to conventional wisdom, Conflict Management should only rise to the senior leadership level after all other interventions have failed.  Having a system in place that offers a range of ADR resources that employees can access as they choose is the best way to encourage the workforce to effectively resolve their disputes themselves.