Solving workplace conflict starts with self-awareness

Getting to the root of problems means understanding everyone’s strengths and weaknesses, including one’s own  Originally published in: Canadian HR Reporter November 8, 2004 Dealing with office conflict is one of those management tasks with high risks, low rewards and seemingly no end in sight. Negative patterns can develop despite a manager’s best efforts. Standard […]

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Simulations: The next generation of online learning for negotiation

Negotiation is often overlooked in professional training because people think that since they’ve been negotiating every day of their lives, they have become good at it. We write notes every day yet if we look at our current handwriting, few of us would say that it has improved over the years. Negotiation is both an […]

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Finding an easier way to settle disputes

by Carmel Haynes The legal fraternity in Barbados is being encouraged to look for a less litigious way of settling legal disputes. Through a four-day workshop on alternative dispute resolution, members of the judiciary and local Bar Association are being sensitised to the integration of mediation into the civil justice system. Natalie Johnson, acting programme […]

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Not all conflict bad

The Barbados Advocate Visiting Alternative Dispute Resolution (ADR) systems design specialist Allan Stitt showed local departmental heads yesterday, that while some persons view conflict in a negative light, there are actually quite a few benefits that can be identified. These observations were made when participants from various governmental organizations, got a first hand look at […]

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Feedback versus criticism

To optimize the performance of the team, a manager has to let the team members know what is expected of them. The broad guidelines given at the beginning of an assignment may not be enough to ensure a smooth flow. By providing periodic assessments and timely feedback to team members there is a greater likelihood […]

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Know your purpose and act accordingly

Everything you say and do in a conversation should be consistent with and designed to achieve your primary goals.  First, you must identify what your primary purpose is, and then reflect on how to structure your conversation/negotiation to achieve that purpose.  Beware the attraction of secondary goals (like saving face) that can take over a […]

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Show flexibility and identify unsatisfied interests

People who say “No” often mean “No, unless…” and have flexibility that may not yet have been revealed.  If your “No” is rigid and unqualified, the other party may see no reason to continue exploring options with you.  If you can demonstrate flexibility and also highlight the interests that need to be satisfied, the other […]

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Make each customer your first customer

When we see a lot of customers or complaints, we often get jaded, making it harder to listen to the next one. See each customer as an individual. Avoid judging them prematurely based on past experience with others. See them as if they were your very first customer. Put yourself in their shoes if you […]

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Mediation 2017: Roundtable

This article was originally published in Who’s Who Legal: Mediation 2017. For the original post, please visit http://whoswholegal.com/news/features/article/33990/mediation-2017-roundtable/ Who’s Who Legal brings together Alan Limbury at Strategic Resolution, Rosemary Jackson QC at Keating Chambers and Allan Stitt at ADR Chambers to discuss recent developments in the field of mediation including its increasing popularity, the future for […]

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Maclean’s magazine – Higher education

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