Alternative Dispute Resolution Services

Our center managers are certified alternative dispute resolution practitioners. Each center manager maintains annual accreditation as a certified mediator, facilitator, coach, and emotional intelligence expert. Center managers serve as third-party neutrals and use a variety of diagnostic tools to deliver quality service.

Boss Whispering®

A coaching method designed specifically for abrasive leaders, who are generally unaware of, or tend to minimize the impact of their behavior. Based on extensive research with over 400 abrasive executives, managers, supervisors, and professionals (including medical, legal, and academic), this approach helps individuals quickly gain insight into the impact of their words and actions and develop non-destructive management strategies.

Conciliation

An informal process where a third-party assists conflicting parties in establishing communications. By clarifying misperceptions and issues, handling strong emotions, and building trust for cooperative problem-solving, we work separately with the parties to initiate and establish healthy communication patterns between those involved.

Conflict Coaching

A service where center managers work individually with an employee to assist in developing and enhancing communication skills, emotional intelligence, and competencies to effectively engage and manage interpersonal conflict. This service is voluntary and focuses on building conflict management proficiencies for the individual.

Consultation

A third-party intake with an employee that may include sharing information about CMPC services and other resources and programs available. We help employees in resolving a conflict without involving the other party or parties, discussing resolution options, and beginning the process of obtaining additional assistance.

Facilitation

A technique that is used to help employees establish effective communication to find the underlying issues, explore concerns, uncover goals, and brainstorm outcomes with solutions and desired results. Center managers serve as third-party neutrals with the goal of establishing a focused pattern of communication and building trust between parties to achieve mutual solutions.

Group Assessment

A diagnostic process to identify group dynamics that contribute to workplace conflict. The assessment may include individual interviews, surveys, and assessments of the group or the application of diagnostic tools and conflict management assessments to include but not limited to, the Myers-Briggs Type Indicator, Emotional Intelligence, True Colors, or DiSC+ Values.

Group Intervention

A process that involves the assistance of an individual, who is impartial toward the issues or topics under discussion, in the design and conduct of meetings with groups of concerned parties to resolve questions or issues of mutual concern. Issues addressed are typically those shared by or affecting all participants, rather than issues between individual group members. Group intervention goes beyond merely managing the group process (facilitation) or using structured activities (team building) to help the group build cohesiveness by identifying and addressing key issues that are underlying the dispute.

Interest-Based Problem Solving

A disciplined process used to establish mutually satisfying solutions. The concentration of interest-based problem solving is to give voice to the interests and concerns by parties in conflict. Once this disciplined communication approach is implemented, parties form a positive communication pattern of problem solving, which leads to a more in-depth understanding of what is at stake and what is possible.

Mediation

An informal voluntary process where a neutral third-party assists two or more parties in conflict with structured conversations. The mediator serves as a conduit for participants to maintain a healthy flow of communication and mutual respect while they independently explore and reach voluntary joint resolution. Any resolution agreement reached is a good-faith agreement (written or verbal) between the parties and is not otherwise enforceable or legally binding in a court of law. Mediation is a confidential process to the extent allowable by law.

Pulse Check

A process during which we gather conflict-related information about team dynamics and provide insight to how that team is functioning. We provide leaders and employees insights into their group’s inner workings and how team members perceive those dynamics. The assessment process focuses on communication, interpersonal interactions, and working relationships. The results of a pulse check are intended to provide a neutral practitioner with information that can be used to thoughtfully evaluate the state of the work environment and craft tailored solutions for team improvement. The intent of the pulse check is to identify what is working well in the work environment and find areas for improvement.

Team Building

A process we use to build, enhance, establish, and nurture the key aspects of creating a high performing team. Center managers use pulse checks and surveys to gauge team dynamics and synthesize the information into concrete team building activities. The main goal of this service is to improve team dynamics with positive long-lasting change.

Combination of Services

Center managers use a combination of services to help employees when addressing unmanaged conflict. The center manager will apply the appropriate services based on the immediate need in the situation. An employee looking for help may begin with an intake session allowing the center manager to create trust with the employee and uncover the facts from their perspective. A common occurrence is when two parties work with the center manager to prepare for a mediation session. During the session the center manager may employ a facilitated dialogue technique and shift from a mediation to a conversation if the moment calls for the facilitated dialogue service. The parties may resume the mediation service during a follow-up session to establish a written mutual agreement or agree to team building or additional emotional intelligence work. The transition between services is seamless to the employee as the center manager may employ the appropriate techniques at any given moment.

Please Note: ADR services do not take the place of or negate the right of employees to access formal avenues of redress, nor does it affect timeframes associated with these processes. Employees using our services may also pursue their claims through the negotiated informal and administrative grievance processes, anti-harassment hotline, and the equal employment opportunity compliant system.

For employees seeking ADR help with workplace conflict and administrative grievances, CMPC is the agency’s designated provider of ADR services. ADR is used to resolve workplace conflict and is voluntary for employees; however, managers and supervisors are expected to take part in ADR processes when requested to do so; absent compelling reasons such as incidents involving workplace violence, sexual assault or battery, or other criminal activity. ADR requests related to allegations or complaints of unlawful discrimination are subject to processing through the EEO complaint process and cannot be given ADR services through CMPC.