Organizations
Whether a client is stuck in an unproductive cycle of conflict or looking to boost the creativity and collaboration of their teams, the organizational practice at USA Pro Mediation applies a wide range of processes and approaches to help our clients meet their goals. Our interdisciplinary team works collaboratively with clients to transform conflict from a destructive force into an opportunity for change, growth and creative engagement.
Our first step in working with clients is to diagnose underlying drivers of conflict and obstacles to collaborative team-building. Many interventions fail because they have not addressed the underlying roots of a conflict. As a result, you may see either that each conflict resolved is replaced by another, or that a conflict which was thought to be resolved continues to resurface. USA Pro Mediation has developed a diagnostic framework that ensures important drivers are not overlooked. The diagnostic framework has three main components, though not every organization needs work in all three. The key to successful intervention lies in identifying the appropriate combination and balance.
Our diagnostic framework for organizations has three main pillars: structure, process and people.
Structure
Organizational structure includes definition of roles, division of responsibility, authority, reporting lines, and working groups (committees, teams, divisions). Misalignments among these factors are frequent contributors to organizational conflict.
Process
Within the structure of an organization are a set of processes, or practices, through which work is carried out. These include decision making, communication, conflict resolution mechanisms, information gathering practices, etc. Poorly designed or inappropriately chosen practices may lead to strife as members try to get their work done.
People
Conflict also occurs at the interpersonal level. Often, there are specific conflicts to be resolved, relationships to be repaired, trust to be rebuilt. In addition, there are sets of skills that can be developed, including management, meeting design and facilitation, supervision, leadership, communication, and negotiation. Many groups need help not only resolving one conflict, but they also value developing the tools to constructively manage conflict in the future.
These areas are not just potential sources of trouble; they are also areas in which to build powerful tools for resolving conflict and improving collaborative team-building.
Our first step in working with clients is to diagnose underlying drivers of conflict and obstacles to collaborative team-building. Many interventions fail because they have not addressed the underlying roots of a conflict. As a result, you may see either that each conflict resolved is replaced by another, or that a conflict which was thought to be resolved continues to resurface. USA Pro Mediation has developed a diagnostic framework that ensures important drivers are not overlooked. The diagnostic framework has three main components, though not every organization needs work in all three. The key to successful intervention lies in identifying the appropriate combination and balance.
Our diagnostic framework for organizations has three main pillars: structure, process and people.
Structure
Organizational structure includes definition of roles, division of responsibility, authority, reporting lines, and working groups (committees, teams, divisions). Misalignments among these factors are frequent contributors to organizational conflict.
Process
Within the structure of an organization are a set of processes, or practices, through which work is carried out. These include decision making, communication, conflict resolution mechanisms, information gathering practices, etc. Poorly designed or inappropriately chosen practices may lead to strife as members try to get their work done.
People
Conflict also occurs at the interpersonal level. Often, there are specific conflicts to be resolved, relationships to be repaired, trust to be rebuilt. In addition, there are sets of skills that can be developed, including management, meeting design and facilitation, supervision, leadership, communication, and negotiation. Many groups need help not only resolving one conflict, but they also value developing the tools to constructively manage conflict in the future.
These areas are not just potential sources of trouble; they are also areas in which to build powerful tools for resolving conflict and improving collaborative team-building.