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.
From the First Mediation Blog of Jeff Krivis and Mariam Zadeh. In light of the extensive blogosphere coverage that mediation confidentiality has received in recent months, we will keep this...
By Jeffrey Krivis, Mariam ZadehThe following scenario is designed to encourage discussion among mediators. The underlined phrases have footnotes. The footnotes with comments at the end of the scenario identify specific areas of interest. ...
By Charlie YoungFrom the Blog of Phyllis G. Pollack. “Who are you?” What an interesting question! Are you competitive? Accommodating? Avoiding? Collaborating? Or Compromising? How you answer these questions reveal your approach...
By Phyllis Pollack