WDR Strategies

The Breakdown

The services: Negotiation Consulting, Mediation, and Conflict Management.

Workplace clients: Businesses, employers, human resources, labor relations, labor organizations, local unions, employee groups, and other work-related groups.

WDR is an Alternative Dispute Resolution (ADR) company and doesn’t believe in a one-size-fits all approach. Instead, we use a principle-based approach to reach more people and impact the most workplaces.

Collaborative Negotiation

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.

Conflict Coaching

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, deal with difficult people, solve problems, 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 stressful interactions.


Mediators are impartial third parties that facilitate negotiation and creative problem solving 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 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, workplace, and business relationships. Thus, we work with both “sides” separately and together to redefine relationships. 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 negotiation, coaching, and mediation strategies, WDR customizes solutions to fit your organization.

Instead of looking at it as labor v. management, employer v. employee, plaintiff v. defendant, WDR takes a holistic approach to help the whole organization. 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 workplace hostile with poor labor-management, workplace, or business 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, managers, or employees whose attitudes or hostile comments keep getting themselves in trouble?

Are negotiations tense and abrasive?

Are labor and management constantly polarized, hunkered 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?
  • Collaborate?

If you read this far, then you know what to do. Take action.