conflict services

DisputEd's conflict services are designed to prevent, manage, and resolve difficult issues. From coaching and training to intervention and design of complete systems for organizations, we undertand people and organizations and how communication and relationships affect productivity, morale and the bottom line.

Whether your organization has a one-time situation between two people, needs a complete review of your approach to handling difficult issues, or wants to change the culture around conflict competency, the professionals at DisputEd are available to assist you.

strategic intervention

When difficult situations occur, or conflict arises or escalates, DisputEd provides a range of independent, neutral assessment and intervention services.

Following an initial assessment to determine the scope of the issue, DisputEd's conflict management professional will recommend the most efficient, cost effective, and strategig intervention possible to meet the needs of those involved in the problem and the organization.

A few of the interventions that may be recommended or requested include:

Facilitated Problem Solving Discussions around policy, difficult interpersonal issues and relationships, team discord, and other issues facilitated by a neutral outsider are often useful. In this type of intervention, what is discussed may remain open to HR or others in the organization.
Mediation Facilitated problem solving for difficult interpersonal and relationship issues, grievances, lawsuits, and other situations when strict confidentiality and privacy is key, mediation provides for skilled facilitation with highly trained and experienced neutrals with no personal interest in the outcome.
Arbitration Decisions are put into the hands of a neutral third-party (or panel). Presentations are made in a more formal manner with evidence and testimony presented to the decision-maker.. Depending on the agreement of the parties, the outcome may be binding or advisory.
Neutral Fact-Finding Neutral fact-finders review information and analyze written and/or orally presented information. We then present findings of fact to the parties and make recommendations for resolution. Clients then may use the recommendations to facilitate their own on-going negotiation and settlement discussions or determine whether to use external neutrals for other services.
Employment Investigation Often used to examine allegations of harassment and discrimination, investigations generally include interviews with involved personnel, onsite visits, gathering and reviewing documentary evidence, and conducting a credibility assessment. This is followed by issuing of findings of fact and conclusions. External investigators eliminate or minimize concerns about bias that can sometimes be prompted by an internal investigation and allow the day-to-day operations of an organization to continue unhindered.