What we do . . .
Conflict management is all we do. But WDR doesn’t believe in a one-size-fits all approach. Instead, a principle-based approach reaches more people and makes the biggest impact by scaling to meet the needs of the individual organization.
The phrase “collaborative negotiation” is actually redundant. By its very nature, negotiation is about collaboration and productive relationships. As negotiation expert Raphael Lapin notes, price haggling isn’t negotiating! Using a collaborative model, WDR focuses on creating value on both sides of the table. WDR can work with your team to build empathy and collaboration into your negotiation tool kit.
Coaching can be tailored to impact the abrasive team member. Simply put, this person’s leadership or negotiation style rubs people the wrong way. Don’t settle for short-term victories at the expense of long-term collaborative relationships.
WDR also teaches negotiators and leaders how to have difficult conversations, solve problems creatively, and manage high-stress conflict. You might not be abrasive, but you probably work with someone that is! So learn how to build empathy and communicate effectively despite the stressful interactions.
Mediation is a way of facilitating negotiations among disputing parties. Mediation can be used for labor or contract disputes, negotiations over employment contracts or collective bargaining agreements, during any level of the grievance process, or for any other conflict that the parties agree to submit to mediation. A similar model is also used to facilitate teamwork, communication, and problem solving between or within work groups.
Who we do it for . . .
WDR’s focus is on labor-management relationships. Thus, we work with both “sides” separately and together to redefine the labor-management relationship and change the labor movement from the inside out. Think about it: instead of arguing how to divide the pie, let’s make it bigger so there’s more pie to go around.
How it works . . .
Feel free to get started by using any of the tips in our blog. Whether you do it all yourself, get stuck in the middle, or need help from the start, WDR is ready to support your team. Using coaching and mediation strategies, WDR customizes solutions to fit your organization.
Instead of looking at it as labor v. management, WDR helps the whole organization: labor + management. WDR works with your leadership, negotiators, and representatives to build a collaborative mindset.
What if the other side won’t participate? Find out how to think about high-stress conflict management, difficult conversations, and dealing with abrasive adversaries.
When to call . . .
Is your unionized workplace hostile with poor labor-management relationships?
Are there people on your team who just can’t communicate effectively because they rub people the wrong way?
Do you have any members or managers whose attitudes or hostile comments keep getting them in trouble?
Are negotiations tense and abrasive?
Are labor and management constantly polarized, hunkering down in opposite positions?
Does it seem like you’re always dealing with grievances, formal complaints, arbitration, or litigation?
Is conflict in the workplace eating up morale, time, and productivity?
Do you want to
- Manage risk?
- Reduce cost?
If you read this far, then you know what to do. Take action.