Be informed, selective and informed to find a revered arbitrator that express qualities in ethics, knowledge and organizational strength.
We saw facilitative, evaluative and plenty of transformational leadership. When it comes to conflict resolution, mediation and conciliation skills we do not hold a candle to Pueblo City Police and Officer Lee Medved. At our office, we have the academic credentials: Masters Negotiated Conflict Resolution from Creighton School of Law and extended mediation training at... Continue Reading →
When Do You Know Your Employee Will Never be an Asset? The partners have been asking that question, "Is our employee interested in leadership development?", to ourselves for awhile now. We have done everything to help a new (3 years) employee fit in and grow professionally as our office manager. We’ve provided professional education and... Continue Reading →
We were recently directed to an article by Lisa Dunbar by New Directions Consulting (Vermont and New York) entitled “Conflict Management – the Manager as Mediator”. It holds an important message for any organization that emphasizes the benefit of team building. What we like is the discussion on the need for our managers to recognize... Continue Reading →
Get to the bottom of the conflict. We were recently involved in a team-building project, not conflict resolution, stemming from long standing disagreement(s) between two managers. Over time criticisms that enlisted the support of departments and businesses outside the organization had escalated. Within the past 12 months, issues that began as small, bloomed into direct... Continue Reading →
What a sick office culture looks like. The bad news: if your office displays 2 of the following 5 team maladies, you have a sick office culture: Interoffice sabotage (usually driven by gossip)Excessive non-medical absenteeismLimited dialogue, lack of free expressionHigh turnover – all staff positionsNo passion. Lack of direction. It’s for the paycheck, not the... Continue Reading →