Don’t treat the symptoms of conflict, get to the root causes!
Conflict will occur even in the most solid workplaces. People often have different viewpoints or beliefs about a situation and become stuck in their positions. Conflict arises from:
- Threats to employment status
- Unmet needs
- Broken trust
Conflict becomes destructive when it is unmanaged. Conflict costs employees and organizations substantial amounts of money and time.
Conflict isn’t the problem. The problem is how we manage and resolve the conflict. If we begin to understand its underlying causes and our responses, we will have more successful resolutions. With the right guidance, the effective resolution of conflict can actually strengthen workplace relationships.
Our services are designed to improve relationships, increase productivity, improve satisfaction, save time and resources, and arm the campus with tools to prevent and deal with conflict effectively.
CMDR Mediation Models
The Process Generally:
- Informal yet structured process
- Led by trained mediators who serve as impartial third parties
- Parties decide substantive issues
- Promotes honest and open discussions in a safe environment
- Empowers parties to design solutions
When to try mediation:
- Poor communication has led to misunderstandings and different expectations
- Maintaining an ongoing relationship with the other person is important
- Parties want to retain control of the outcome
- Need assistance in communication and presentation of information
- Desire to resolve the issues at the lowest-possible level
- Willingness to be candid and negotiate in good faith
- Avoiding publicity either within or outside their unit
Any current staff member can request mediation. Prior to scheduling the joint mediation session, a pre-mediation individual session is generally scheduled with each party in the dispute.
- Focus on the future and how to improve relationships and issues moving forward
- Express emotions, work through problems, and generate solutions
- Active listening and respectful, collaborative communication
- Mediator does not act as a judge, take sides, or determine who is right or wrong
- Parties are empowered to develop mutually acceptable solutions
- Agreements are mutual, can be formal or informal, and are limitless in their scope and creativity
- Mediated agreements statistically have greater adherence because parties create outcomes and have buy-in
Similar to mediation, facilitation is a problem solving process guided by an impartial third party. The primary difference is that the facilitator is more likely to involve the parties in making decisions about the content, including the development of ground rules and the agenda. Facilitators do not contribute to the substance of the discussion nor do they have decision-making authority. Such meetings often help clarify misunderstandings and work expectations, and helps to foster positive interactions.
CMDR Conflict/Communication Coaching
Coaching is an opportunity for staff, whether an employee or supervisor, to work with a third party conflict resolution specialist one-on-one to help build competency in conflict management, communication, management best practices, and/or career development. The coaching session allows you to analyze your conflict/issue in a safe environment to help you identify its source and impact, and allow you to take a closer look at your own role in the workplace dynamic. Through this process, you will be coached on how to have productive interactions that may deescalate emotions and lead to problem solving. We will generate options and work on a game plan to achieve your goals.
CMDR Customized Training and Training Plans
Conflict-management training is offered for managers and employees to develop basic concepts, skills, and processes to assist in understanding the sources of conflict. We explore the psychobiological effects of conflict, your own response to conflict, and how to communicate with someone who has a different approach. CMDR now offers over 15 hours of online training through Lynda.com organized into three categories: (1) Conflict Management Foundations; (2) Effective Communication and Listening; and (3) Relationship and Team-Building. When groups have completed the foundational online training, then customized role-play and practice training may be requested for your workgroup.
To schedule a consultation appointment:
- Email email@example.com to request an appointment. Include your phone number and whether a morning or afternoon slot is better for an initial 1-hour appointment.
- Alternate method if email is not available: Call 512-475-7930 and leave a detailed, clear voicemail with your name, EID, email address, phone number, a brief description of your issue, and whether a morning or afternoon slot is better for an initial 1-hour appointment. If your message is unclear, then we may not be able to contact you.
If you are considering filing a formal grievance, then please reach out as soon as possible to schedule a consultation. With increased requests for services, the office is booking further out for appointments. You must meet with the Dispute Resolution Officer to officially file.
The Office of Conflict Management and Dispute Resolution is a resource to the entire staff population. Other valuable resources are provided to employees during consultations. Other helpful resources: