What are the opportunities for mediators, arbitrators, and other ADR professionals using a short horizon of 5 or 10 years? The last couple of years have been quite an experience and here we are, poised on the edge of what I hope will be the start of the post-pandemic era.
Conflict in a workplace is unavoidable. The ability to deal effectively with conflict is an important skill for everyone in a workplace and is essential for leadership.
Trying to avoid conflict is the least helpful method for dealing with workplace conflict. Rarely does conflict disappear when ignored. It is much more likely to escalate, to blow up a small problem into a much larger event.
Caucus-only mediation has become increasingly popular in many mediations for business, insurance, even more personal situations such as estate and workplace disputes. Recent research shows that the caucus-only mediation approach has negative consequences. As an experienced mediator, that research conclusion was not a surprise to me.
When I talk to people involved in a conflict, often both tell me they feel powerless. It is a very common perception.
The feeling that you are not being listened to is very frustrating. Relationships have been ended because of this feeling, in families, in workplaces and in business.
First there was guerilla warfare, then the concept was expanded to non-military ideas like guerilla marketing and guerilla bloggers. Now we have guerilla bridge building.
Conflict management skills are important for a leader no matter what the job title is. Left to fester, conflict can spread in the organization, consume resources, and become even more difficult to resolve.
What if you could tell the legal system and its professionals what you want and need to manage conflict – in your business, in your community, or in your life? In 2016 you have an opportunity to do just that.