Workplace Confilct Consulting

Inter-organizational, group, and team collaborations

When organizations, groups, and teams begin working together, the first crucial step involves identifying the shared and different interests of all parties. Next comes interpreting those interests in terms of organizational structures and systems that will support joint action. Jerry D. Goldstein will guide clients through these initial stages and often take them through an action planning process. This process leads to working agreements that clarify respective roles and responsibilities in collaborative endeavors and relationships.

Integrated conflict management systems

Conflicts erupt everywhere within organizations. Often, the best way to prevent, manage, and resolve the discord is an integrated approach that focuses on its root causes, encourages dissent, builds collaborative problem-solving into the organization's culture, and assures a coordinated response through a variety of options to whatever conflicts arise. Arbitration attorney Jerry D. Goldstein works with clients on designing and implementing these integrated systems.

Conflict assessments within and between organizations

An analysis or diagnosis of the kinds of conflicts that arise within and between organizations is a necessary prelude to the design and development of a conflict management system. Mediation lawyer Jerry D. Goldstein recommends that organizations examine the sources and nature of their conflicts, how these conflicts are currently managed and resolved, who is accountable within the organization, and whether the stakeholders are satisfied with current means of conflict resolution. As part of the consulting service, GoldsteinADR can help organizations conduct this review.

Internal ADR systems

Conflict among employees and between employees and supervisors is inevitable within organizations. Alternative dispute resolution processes, including mediation and arbitration, can help parties resolve their differences. Arbitration lawyer Jerry D. Goldstein serves as a process facilitator and design consultant for labor and management partners or employers who choose to develop and implement ADR systems to address intra-organizational conflicts.

Interest-based grievance and complaint systems

Jointly designed problem-solving approaches, used during the initial steps of a grievance process, can be a boon to employers, labor, and management. Jerry D. Goldstein will work with all parties to design a site-specific process and then provide problem-solving skills training to employers, union and management.

Culturally responsive and inclusive conflict resolution processes

Conflicts within organizations often involve cultural misunderstanding. Mediation attorney Jerry D. Goldstein works with disputants in an inclusive process that explores differences in the ways of approaching conflict that also addresses the substance of the dispute. Using a combination of dialogue and interest-based analysis, we help parties articulate underlying assumptions, mitigate misinterpretations, and guide clients toward a resolution that is understood and workable from multiple perspectives.

Labor-management relationship building

A stronger relationship between labor and management may provide the competitive edge that companies (and workers) need to survive in today's economy. GoldsteinADR can facilitate a dialogue between labor and management that enables the parties to express and hear each other's concerns. We can then guide their joint development and implementation of plans and procedures that will improve their working relationship.

Processes for productive dialogue and relationship building

Problem solving and planning often involve balancing conflicting needs and perspectives. When parties intentionally engage in exploratory dialogue prior to problem solving, the quality of their relationship and insight into one another's perspectives can significantly improve decision-making processes and outcomes. GoldsteinADR encourages and assists parties who choose this approach.