Tips and Techniques


Employment Opportunities


This seven step process can be very helpful in general problem solving and conflict management situations.

Step 1
Define the problem/
clarify the issue

Often the reasons for the dispute and background are not clear. 

Step 2
Identify interest/concerns

What are the true motivations underlying the situation? Asking the question “what would that get you?” is often helpful in clarifying the interests.

Step 3
Develop options

Brainstorm options to address the interests. It is important to be creative. Go for quantity rather
than quality at this point. 

Step 4
Evaluate the options
using standards

Standards help provide objectivity
to the evaluation of options. Fair, affordable, workable and promote
or maintain quality are examples
of standards that can provide
good guidance. 

Step 5
Develop a tentative solution

Based upon the application of standards, select options that effectively address the interests.
Fine tune the tentative solution
to determine that the problem has been resolved and interests satisfied. 

Step 6
Develop an
implementation plan

Who does what, by when? This
is the opportunity to determine accountability for plan success. 

Step 7
Evaluate results

After an agreed upon period of
time, revisit the solution and
assess the actual results.

Employment Relations Consulting (ERC) is
a firm focused on maximizing organizational effectiveness and results through enhanced human resources, organizational development and employee involvement strategies. ERC provides targeted expertise to address
employee relations issues and challenges.

Whether this occurs through outcome-based workshops or facilitation, conflict management interventions, labor/management partnership development or employee search and diversity initiatives depends entirely upon client needs and objectives. Please click the services link above for more details.

Group Effectiveness

Often, conflicts result from group activities and meetings. Simple disagreements can escalate into major problems. Sometimes disagreements and problems from prior meetings are continued into the current meeting. Other times, dominant members may shut down and frustrate those who are more quiet and reserved. The following tools can be helpful in addressing and/or managing conflict.


None at this time

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