Workplace Mediation Articles
One of the tools I use frequently with conflict coaching clients, as well as for myself, is affirmations.
It sounds counter intuitive, but Inaction or avoidance can be a viable way of dealing with workplace conflict.
In franchise disputes, lawyers and parties who search for mediators drill down on mediators’ professional backgrounds, often paying the most attention to whether potential mediators have previously represented franchisors or franchisees.
Millions of men and women of all ages, ethnic, and racial backgrounds all across the U.S. hate going to work, gradually fall into despair and often become gravely ill. Some flee from jobs they used to love, others endure the situation unable to figure a way out.
Thinking About Using Mediation to Resolve Your Employment Dispute Without Going Through Litigation First?
One of the things we would find out very quickly through an employment litigation assessment was whether both sides were open, willing and able to exchange all relevant information in good faith about the facts in dispute right away.
According to Alexa.com, Mediate.com is most visited and most linked dispute resolution website. See the new data here!
In the 9 years since I left my own toxic workplace, I’ve coached and consulted with people in all stages of being bullying or mobbed (bullied by a group).
Employees who contractually agree to resolve employment disputes in an individualized arbitration waive all rights to class actions or any other collective dispute process.
The backbone of any project or change effort is the team that’s been entrusted to make it happen.
If you have a dynamic “living system” there is no silver bullet for perfect team behavior or production - and you wouldn’t want it any other way!
Coming into a role where you are expected to get others to work together efficiently and effectively to create the best possible product or service isn’t an easy task.
Team or organizational commitment: Which leads to better inter-team conflict management?
How does an ombuds define a trend, and how can one know if the issue is truly pervasive or of consequence?
A powerful tool for healing and transforming conflict at work is affirming and envisioning harmony.
Social and news media bombard us daily with accounts of sexual harassment and misconduct by captains of industry, the arts and politics.
More often than not, we are surprised when we get a negative reaction after having provided feedback to a peer or colleague.
Abusive supervisors are ubiquitous in the workplace, causing distress for their employees and costing employers in the US an estimated $23.8 billion each year.
Whether the bully is your boss or another employee, setting boundaries can be challenging.
When you consider what is most important to you about the conflict and the other person, what is the optimum way of proceeding, do you think?
“Joint sessions are a waste of time,” said the judge conducting a mediation in which I was representing one of the parties.
Good relationships rarely happen by chance. They happen by choice, when people choose to do stuff that facilitates friendship and connection.
I recently did some consulting at a non-profit, and witnessed a bully very much like one of the (Division chair) managers who made my life a misery when I was a tenured professor.
Letting go of resentments is a powerful tool to help you survive and heal from workplace bullying.
Finally discover how to quantify the direct and hidden Costs of Conflict.
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