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Sunday, December 8, 2013

The BIG Picture: Handling Hidden Conflict (When Two-Party Mediation May Not Be An Option)

Mediation allows both parties to recognize that they may be diametrically opposed points on the same circle - and that preservation of the circle may be more important than their points.

In these days and times, though, formal two-party mediation is rarely sought voluntarily. It is often suggested (or mandated) by our courts or other authorities.

Present-day conflicts have become stickier and trickier, and usually do not result in the costly litigation that then makes mediation an attractive option. 

Rather, these conflicts are often hidden. They are maintained and intensified through the guileful (and galling) vehicles of dogma, innuendo, subversion, and marginalization.

How do you handle it when your ...

  1. Boss bullies via email?
  2. Neighbor / client / employee / co-worker is "strong in their wrong"?
  3. Board of directors needs directing?

I have 15 years of collective (and firsthand) experience (as a school and homeowner's association board member, school administrator, consultant, and registered mediator) handling the sticky and tricky. 

I have published more than 100 case studies based on those experiences.

None of these scenarios have perfect solutions, but their resolution includes a few powerful steps ...

  1. Accepting what you cannot control (the other party) - then controlling what you can (yourself).
  2. Gaining a mature understanding of the balance of power - according to the RICE model (Resources, Interests, Communication, Expertise).
  3. Analyzing your options, then synthesizing a plan.

Please reach out if you (or someone you know) needs our help!


Derrick Brown (derrick.s.brown at att.net)
Georgia Office of Dispute Resolution #39788

Handling The Sticky & Tricky

1. Count (the costs); 2. Weigh (the options); 3. Pray (for transparency); 4. Say (your truth); 5. Pay (the price); 6. Stay (the course)

Copyright © 2013 Derrick  Brown. All Rights Reserved.

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