The effects of unmanaged conflict can be devastating. Whether in a workplace, school, church or community organization, the impact of conflict on a group is often far-reaching and long-lasting. If you are concerned that conflict is creating tension and stress in your organization, would like to increase morale and productivity, and want to examine both the individual and systemic causes of ongoing conflict, then we can help!

At CanMediate International, one of our highly trained associates will work with you to diagnose the problems that are specific to your environment and will work with you and your group to create the appropriate solutions.

We offer consulting services which are custom designed to suit your individual needs and requirements. Organizational Workplace Assessments, Audits and Conflict Diagnostics can help to paint a picture of your current organizational reality. Training, Conflict Resolution Coaching, and Team Development can be a cost-effective way to increase your organization’s chances of success and will help to create a conflict-positive environment.

If your organization has recently undergone a change in operations, employee composition, or structure, and is finding it difficult to adjust and get back to a productive work standard, then you may be interested in speaking with us about effective transition and change management.

As organizations have begun to understand the huge costs that can be associated with conflict, there has been increasing demand for informal conflict management systems in both the public and private sectors. At CanMediate International, we can work with your organization to create and design an in-house conflict management system with the intention and effect of increasing your organizational capacity to effectively manage conflict and potentially decrease the risk of formal complaints, grievances, and more expensive litigious processes.

Informal Conflict Management Systems Design (ICMSD):

What is ICMSD?

ICMSD is a process whereby an organization creates an informal conflict management system which is then integrated into the existing organizational structure to supplement the existing rights-based recourse mechanisms available to employees and managers. These mechanisms include processes such as grievances, formal complaints, Human Rights complaints and others. 

Why an Informal Conflict Management System?

Resolving Conflict through traditional rights-based processes has been proven over the years to be expensive, time consuming and frequently destructive in its impact on the people involved and the organization as a whole. The addition of Informal Conflict Management Processes and approaches provides management, unions and employees with processes and mechanisms designed to be cost-effective, timely and constructive in their approach to resolving conflict issues and getting people back to work!

How does it work?

To create a customized and comprehensive Informal Conflict Management System, CanMediate International will work with your organization at the diagnostic, strategic, and operational level. The focus will be on:

At the policy level:
- the reviewof existing policies on conflict management, harassment, Human Resources and others for congruency in context and approach.
- The development of new policies required to support the Informal Conflict Management system
- The integration of existing and new Formal and informal recourse mechanisms
- The development of an ‘employee access strategy’ to ensure that employees have multiple access points to the system and multiple options available to them within the ICM system
- The development of Training programs and material development.
- Implementation plans including communication, awareness and marketing strategies

Evaluation and monitoring protocols.

A professional ICMS Designer from CanMediate International can help you and your organization develop an ICM system that 'fits' your organization and its culture and which can provide your staff with the tools and processes to resolve conflict quickly, effectively and constructively so that they can focus on their primary objective - to get the job done!

Conflict Diagnostics:

The first step in every intervention undertaken with CanMediate International, is to conduct a conflict diagnostic. This step provides us with the opportunity to begin to understand the scope of the situation, the players and the factors contributing to the current reality. It normally includes the following:

•  the sharing of information with the group about expectations, that is what they can expect from CanMediate and what we will expect from them 
•  an appropriate mechanism for eliciting perspectives from the various players and stakeholders such as questionnaires, interviews, meetings
  
•  the provision of feedback to the group about the nature of the issues raised

The fundamental philosophy of this process is to engage the parties in a constructive and confidential dialogue designed to educate the intervention team about the nature of the situation and its dynamics. The goals and objectives of a Conflict Diagnostic are similar to a Workplace Assessment, however the scope of a Diagnostic tends to be less extensive.

Workplace Assessments:

What is a Workplace Assessment?

A workplace assessment is an assessment and review of the current organizational reality with the objective of identifying:

• areas that are working well;
• issues that may need to be addressed or resolved;
• contributing structural, systemic and personal factors;
• the willingness of those involved to work towards change.

Note: A workplace assessment is never a stand-alone process but should always be part of an integrated approach to resolving the issues identified during the assessment process.

An assessment can include:

• Confidential interviews with management and staff
• A review of existing policies and procedures
• Assisting the group to develop a list of issues and concerns
• Conflict analysis and mapping of issues
• A confidential report back to the group – which can be either verbal or written
• The sharing of common best practices

Development of a process or dispute resolution mechanism that will best suit the situation
A well done assessment can save an organization from spending thousands of dollars on the 'wrong' intervention! Let us help you understand the underlying issues and dynamics that are driving what is happening in your organization and structure an intervention that can create 'Solutions that WORK!!©'

Conflict Resolution Coaching

Conflict Resolution Coaching involves working with an individual or group to support them in examining communication issues and approaches to conflict in both an interpersonal and intra-group context.

As a conflict resolution coach, one of our highly trained associates will work with participating individuals to assess what strategies are currently being used, their level of effectiveness and areas where changes or improvements have the potential to increase the rate of success.

The coach’s role is to support and challenge the person being coached to develop the necessary skills, understanding, and knowledge that will help them to resolve the conflict more effectively and to enhance their capacity to function at both the individual and team level.

In many situations, the provision of solid coaching to the parties of a conflict can enable them to resolve the issue without the need for additional interventions. In the event that an intervention is still required, the coached participant will have an increased capacity to function effectively in the intervention resulting in a better potential for resolution.

It can be a time efficient and cost-effective solution to many conflict situations! Let us help you facilitate your success!

Click here to check out our coaching packages.

No two conflicts are alike.
At CanMediate International, we are committed to providing you with a unique, custom designed process aimed at achieving "Solutions that Work".
Please contact us directly in order to arrange for a personal and confidential consultation with one of our highly skilled associates.