ALTERNATIVE DISPUTE RESOLUTION
Alternate Dispute Resolution is an agreement to not litigate but rather to settle differences quicker and cheaper. ADR seeks to make space for parties to retain control of outcomes, rather than relinquishing that power to a third party.
TRAINING
This translates into lost productivity, in the form of wasted time, overlooked opportunities, loss of investment in skilled employees, degraded decision quality, absenteeism, lowered motivation, theft, sabotage, vandalism, restructuring, health costs and more.
ASSISTED NEGOTIATION
One of the most fundamental questions about any negotiation that has to be answered is who should be running the show? If you ask most of us, we’d tell you that it’s the person who is ultimately in charge.
CONFLICT COSTS' ASSESSMENTS
Disputes, whether latent or blatant, are manifestations of conflict. Conflicts can remain dormant until they erupt as disputes – you might say that disputes bring conflicts to the surface. Resolving the dispute is not the same as resolving the conflict.
CONFLICT MANAGEMENT
Disputes, whether latent or blatant, are manifestations of conflict. Conflicts can remain dormant until they erupt as disputes – you might say that disputes bring conflicts to the surface. Resolving the dispute is not the same as resolving the conflict.
CONFLICT MANAGEMENT SYSTEMS
The problem is that most of it is avoided, hidden, unnoticed, unmanaged or mismanaged. Leaving that ‘as-is’ has a staggering impact on lives, creativity, and focus. It threatens establishments, harmony, and reputations.
CONFLICT TALKS
We’re entering a new era where meeting interests, needs, and wants is first prize, and therefore the obvious place to start. Ideas for settlement that ideally get created by the parties themselves, is the modern approach that comes before litigation or arbitration.
GOVERNANCE SOLUTIONS
Governments’ reactions manifested that anger through austere legislation in many countries, the most unsmiling of which has been the “whistle-blowers” and hotlines provisions that make it easy to anonymously expose fraud and easy to receive bounties – also anonymously.
MEDIATION
As an alternative to litigation, arbitration or adjudication, mediation is a voluntary process conducted informally without prejudice, in confidence, by a Mediator who is both neutral, and seen to be neutral.
MEDIATION / ARBITRATION HYBRIDS
A conflict management strategy exists in all organisations. It may be deliberate, or it may have developed by default. What counts, is behaviour and attitude.
ORGANISATIONAL CONFLICT ASSESSMENTS
Getting the hierarchy right. Actions of power, then rights, and then lastly interests, are illustrated by the all too common escalation into conflict crisis after all kinds of resources have been wasted. Organisations don’t fit in to any one category exclusively.
SAFE SPACE SOLUTIONS
Employees only divulge what cannot harm them and which they perceive cannot harm them. In the workplace, saying the ‘wrong thing’ may well threaten jobs, advancement, or “reputation”. No matter how “open” or “accepting” an organisation’s culture really is.
