Conflict resolution should be rooted in first establishing commonality and then determining the point of divergence between two people or groups. The goal is not only to resolve the specific conflict, but also to leave employees and leaders with tools to structure successful resolution dialogues.
Success begins with clear, well-designed questions in individual interviews with each of the involved parties. Then, data is collected using a variety of tools like DISC tests and time studies. Next, we analyze the data coupled with the information from each of the interviews and prepare a summary and recommendations to share with the business owner. Often, this discussion provides opportunities to align communication routines and to clarify specific expectations for roles and responsibilities. Finally, we meet with all parties as a group to lay out specifics of the resolution and to share opportunities for everyone to work together more fruitfully going forward.
Form Consulting does not provide legal services, legal counsel, or legal advice. Guidance provided by Form Consulting to clients for use in developing policies, procedures and HR programs must be reviewed by clients’ legal counsel prior to implementation.