In House Mediation PROGRAMS
That organizations experience conflict and pay a price for it, is undeniable.
Ideally the resolution of conflict within an organization is not happenstance but is guided by a clear set of integrated practices that prevent, manage and resolve any conflict effectively and in alignment with best practices.
We design and implement workplace mediation programs that align with your values, save you time and money while keeping you out of court.
Responsibility for these initiatives reside within organizations at the executive level.
““I worked over a year with John Ford as a consultant for developing a comprehensive Conflict Resolution Procedure for my company. I was consistently impressed with John Ford’s clarity, skillful intervention, communication skills, and ease in working on very difficult, stressful problems. He is a remarkable asset.”
— Michael Reed Gach, Ph.D., Founder, Acupressure Institute”
A mediation program is typically a core element of an integrated conflict management system and a good place to start.
While an excellent idea there is much to consider from a design perspective:
Scope of the mediation program (what conflicts/disputes to be mediated)
Access points to the mediation program
Participation (voluntary or mandated)
Being accompanied and represented at the mediation
Developing expertise for the program to succeed (selection, qualifications, training mediators, certification)
Roles and responsibilities of mediation providers (neutral and impartial, conflicts of interest, standards of conduct)
Confidentiality expectations (in context of any duties to disclose)
What will be measured to evaluate whether the program is operating as intended and how?
How will the program be promoted and advertised (workshops, emails, web site, management champions)?
Ongoing oversight and management of the program
Increasingly organizations are developing the capacity of their HR professionals to mediate internal workplace disputes but need a mediation program that defines when and how to access it and also who provides the mediation.
To start a conversation about your organizations needs email john@johnford.com
What SHRM expects of executive leaders
The Society for Human Resource Managers expect that executive level leaders create conflict resolution strategies and processes throughout their organization. Reviewing how conflict is managed from a top-level view and looking for ways to introduce mediation options is a proven path to harmonious productivity.
