Many Individualsspend as much or even more time at work each week than home. Work often provides another family and sense of self. When there are challenges, this can be very destabilizing and escalate quickly. It isn’t uncommon for work issues to impact personal life and vice versa. Not only are relationships and personal identity potentially impacted, but it may also threaten one’s ability to provide financially.

When we look within an organization itself, the success of a leader is often determined by their ability to manage the conflict within their area of responsibility. Studies show that the higher the level in an organization, the more time is spent managing conflict. Additionally, many organizations rely heavily on frontline employees and lower management to handle the bulk of dispute resolution with customers. Unfortunately, there generally isn’t an investment in how to address anything beyond the most common client issues. This can leave a significant gap between the conflicts and the skills required to deal with them that affects all levels of the organization.

Many organizations measure the cost of conflict only as a factor of litigation. In reality, turn-over, lost productivity, and diminished organizational morale due to under managed and mismanaged conflict stunt company potential. Clearly, the price of conflict is much higher than many organizations realize.

There are many different types of dispute resolution engagements for groups seeking support, and it’s important to find the right one for the situation and organization involved. So, every potential engagement begins with a free consultation to:

  • Assess the situation.
  • Provide information about what options are potentially available, including outside of ACS when applicable.
  • If suitable, propose a potential framework for moving forward together.
  • Ensure all parties are comfortable with the proposed approach.

ACS tends toward a Transformative Restorative approach when possible. While it isn’t always suitable, we find the foundational principles to be broadly relevant and valuable as a guide within flexible frameworks that can be uniquely designed and applied.

The Transformative approach emphasizes the importance of understanding that informs agreements. Flexibility and/or review is built into the agreements to ensure they can be revised if needed. Finally, agreements are fortified with how people will be held accountable to the commitments they’ve made.

Restorative Practice focuses on the following basic questions at its core:

  1. What happened?
  2. Who was impacted
  3. How were they impacted?
  4. What needs to happen to make things right? (i.e., What needs to happen for restoration?)

Approaching conflict in this way moves away from blame without sacrificing accountability. Additionally, everyone is taken into account throughout the entire process. It isn’t about penalty or punishment; it’s about resolving the problems that led to the conflict(s). Another benefit of this practice is that even while working through the conflict, connection often begins to be reestablished because people are working together.

Leveraging a Transformative Restorative Practice approach offers the space and foundation for individuals and teams to address the challenges before them with empathy and lasting practical solutions.

OUR SPECIALTIES

CONFLICT RESOLUTION & PREVENTION

INTEGRATED RESTORATIVE PRACTICES

DIVERSITY & CULTURAL AWARENESS

MEDIATION

TRANSFORMATIVE FACILITATION

EMPLOYMENT & WORKPLACE
DISPUTE RESOLUTION

CONFLICT SYSTEMS DESIGN

CONFLICT COACHING

WORKSHOP & MEETING FACILITATION

TRAINING

LEADERSHIP CONFLICT COACHING

LEADERSHIP DEVELOPMENT

TEAM BUILDING

At Home Mediation - Allen Conflict Solutions

Not sure what some of these mean?
Or what you might be looking for?
Let’s talk about it!

Call or Text:
805-702-5065
Email:
Shelley@AllenConflictSolutions.com

Allen Conflict Solutions