Mediation and Conflict Coaching in Organizational Dispute Systems

Abstract

As new Alternative Dispute Resolution (ADR) processes are developed, it becomes imperative to refine how best to build organizational dispute resolution systems that effectively integrate the various ADR components (e.g., mediation, conflict coaching, facilitation) so that the total system affords coverage of the breadth of the organization's conflicts. In this case, integration also means allowing conflicts to proceed from one ADR component to another, enabling a disputant to loopback to ADR components not initially utilized, and affording disputants the opportunity to use more than one ADR option simultaneously to support optimal conflict management.