We have extensive expertise in a variety of ADR methods, including mediation, group facilitation and conflict coaching, and their effective application to prevent, minimize and resolve disputes between or among management and employees or other parties. Our ADR services are cost-effective tools to help resolve most common and difficult disputes occurring in the workplace such as those related to:
- Allegation of Discrimination
- Disciplinary Actions
- Inter-Group and Intra-Group Conflict
- Cultural Diversity
- Transition and Change Management
Our ADR services are delivered in accordance with the Administrative Dispute Resolution Act of 1996 (ADRA) and are geared to improve employee morale and positive collaboration; achieve higher performance, productivity, and profits; and improve retention of high performing employees.
Our mediation sessions are led by certified mediators who guide resolution by meeting with the disputing parties, together and separately, to understand the parties’ positions on the disputed issues and establish areas of common interest that can form the foundation for resolving the conflict. Skillful mediators help the parties change the quality of their interactions from negative and destructive to positive and constructive through a safe and confidential process. Our mediators are skilled using facilitative, transformative and evaluative mediation techniques.
Through expert facilitation, we guide groups through discussions about complex, sensitive, or potentially controversial issues by helping group members to communicate effectively and productively with each other. We also facilitates meetings when work groups come together to exchange information, air divergent views, generate options, set priorities, or engage in a participatory decision-making process.
We offer coaching for specific communications skills and managerial development. In communication skills coaching, tour coach focuses on providing one-on-one skill development on a single and problematic communication skill such as giving and receiving feedback, using non-confrontational language or speaking more directly or assertively. The coaching relationship is for a predetermined amount of time to support a pre-specified change in behavior. Similarly, managerial development coaching follows a similar pattern in that it may be to develop a particular skill, but generally the coaching is broader in scope.