Training/Facilitation/ADR

When your teams and professionals need the leadership/conflict management skills or if they have the expert knowledge but need an support with enabling everyone to be heard for better solutions, Dave can customize it for you. Solve pain points with action and addressing ‘low-hanging-fruit!’

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Alternative Dispute Resolution (ADR) – Essentially, this is about creating a system that allows for ways to resolve conflicts outside of the legal system. ADR can include mediation, arbitration, conflict facilitation and other processes. In MOST organizations the type of ADR most commonly found is Mediation.

Dave Gerber can help you mediate individual conflicts between key stakeholders internally or externally, formally or informally…all the way to developing a full integrated conflict management system that will help you reduce conflict dollars lost by the thousands and millions every year.

Training:  Dave Gerber has been providing training and facilitation services to corporations, organizations and schools for decades! Having trained, coached, facilitated and spoken to over 10,000 people and is a Master Educator! On-Site and Online training courses are customized to the needs of participants, regardless of industry, to ensure all individual can immediately apply the skills delivered in training sessions. Subjects like Leadership, Conflict Management, Emotional Intelligence, Collaboration and Communication, The Warrior/Healer Program and many others have been rated as excellent by past clients of all kinds.

Facilitation: Your organization may have the smartest individuals but it is how they mesh, collaborate, demonstrate respect, value communication and work with each other to solve a problem. Dave Gerber is an expert facilitator that focuses on process and lets the group focus on their expertise, content. Regardless of the industry, Dave helps teams and organizations move forward together to get the best answers to the most difficult challenges.

Mediation is an exciting, empowering process for solving disputes “with” the other party, rather than a judicial system that mandates solutions “to” you. Mediation is an informal, voluntary process used for disputes in which a mediator, neutral third party, helps negotiate a mutually-acceptable resolution between disputing parties.

Unlike litigation, mediation does not impose a solution. If an agreement between the parties cannot be reached, the parties can pursue a lawsuit.

While ADR includes other processes, most organizations look to Mediation as the primary ADR solution. It is highly effective in helping parties reach customized solutions that lead to win-win outcomes.

Benefits of Mediation

Avoid the Legal System
Save Money and Time
Improve Relationships
Finally, be heard!
Create Customized and Unique Solution Possibilities

Solving Problems

Intra-office Conflict
Managerial-Employee Disputes
Client Disagreements
EEO/Workplace Disputes and more…

Learn More About The Benefits…

People in disputes who are considering using mediation as a way to resolve their differences often want to know what the process offers. Below is a list of some of the benefits of mediation, broadly considered. Mediation generally produces or promotes:

Economical Decisions
Mediation is generally less expensive when contrasted to the expense of litigation or other forms of fighting.

Rapid Settlements
In an era when it may take as long as a year to get a court date, and multiple years if a case is appealed, the mediation alternative often provides a more timely way of resolving disputes. When parties want to get on with business or their lives, mediation may be desirable as a means of producing rapid results.

Mutually Satisfactory Outcomes
Parties are generally more satisfied with solutions that have been mutually agreed upon, as opposed to solutions that are imposed by a third party decision-maker.

High Rate of Compliance
Parties who have reached their own agreement in mediation are also generally more likely to follow through and comply with its terms than those whose resolution has been imposed by a third party decision-maker.

Comprehensive and Customized Agreements
Mediated settlements are able to address both legal and extra-legal issues. Mediated agreements often cover procedural and psychological issues that are not necessarily susceptible to legal determination. The parties can tailor their settlement to their particular situation.

Greater Degree of Control and Predictability of Outcome
Parties who negotiate their own settlements have more control over the outcome of their dispute. Gains and losses are more predictable in a mediated settlement than they would be if a case is arbitrated or adjudicated.

Personal Empowerment
People who negotiate their own settlements often feel more powerful than those who use surrogate advocates, such as lawyers, to represent them. Mediation negotiations can provide a forum for learning about and exercising personal power or influence.

Preservation of an Ongoing Relationship or Termination of a Relationship in a More Amicable Way
Many disputes occur in the context of relationships that will continue over future years. A mediated settlement that addresses all parties’ interests can often preserve a working relationship in ways that would not be possible in a win/lose decision-making procedure. Mediation can also make the termination of a relationship more amicable.

Workable and Implementable Decisions
Parties who mediate their differences are able to attend to the fine details of implementation. Negotiated or mediated agreements can include specially tailored procedures for how the decisions will be carried out. This fact often enhances the likelihood that parties will actually comply with the terms of the settlement.

Agreements that are Better than Simple Compromises or Win/Lose Outcomes
Interest-based mediated negotiations can result in settlements that are more satisfactory to all parties than simple compromise decisions.

Decisions that Hold Up Over Time
Mediated settlements tend to hold up over time, and if a later dispute results, the parties are more likely to utilize a cooperative forum of problem-solving to resolve their differences than to pursue an adversarial approach.

 

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