Services

Behavioral Profiling for Marketing, Organizational Development and Hiring

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One of the world's leading sites for conflict management articles and information.

Great source for
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Mediation Training Institute International.
Resources for managing conflict in the workplace.

Purchase MTI products and services using this link and CCA#: 7621 to receive special discounts unavailable elsewhere.

Services

The following services are available from Conflict Solutions Ohio. Services can be tailored to meet the unique needs of each request.

	Consultation and Assessment
	Coaching
	Clinical Counseling
	Training and Facilitation
	Strategic Planning
	Mediation
	Team Building
	Leadership Development

Consultation and Assessment

Consultation is the beginning point of my relationship with clients. This involves the clarification of client needs and interests followed by a careful assessment of the dynamics of the situation at hand. Proper assessment of problems and needs is essential to ensure that the services provided are appropriate and designed to achieve the desired outcomes. Professional assessment tools along with interviews may be used in this process. At the conclusion of the assessment, recommendations and a decision regarding further action or next steps are made. Initial exploratory consultations are provided at no cost to clients.

Coaching

Coaching involves a close working relationship designed to provide supportive questions, input, and feedback to clients who wish an objective partner in their quest for performance excellence. The coaching relationship is effective with individuals or groups. Coaching is often used by staff in leadership and management positions who desire a confidential partner to assist them with problem situations or for personal and professional growth. A study by Development Dimensions International (DDI) indicates that 55% of leaders in the United States and Canada use a coach or mentor, and that 91% of them found this experience to provide moderate or great benefit in their careers (Leadership Forecast 2005-2006: Best Practices for Tomorrow's Global Leaders).

Tools such as the Myers-Briggs Type Indicator®, the Kraybill Style Matters Conflict Styles Instrument and the Emotional Intelligence Skills Assessment (EISA) may be used in conjunction with coaching. Individual coaching sessions often take place by phone and email outside of normal business hours. A brief solution-focused approach is typically used in order to produce desired results with a minimum investment of time and expense.

Trust and confidence in the coach is a critical component in the coach/client relationship. Potential clients are offered, upon request, one free coaching session to allow them to have a first hand experience before making a commitment to this service. All coaching is provided on a confidential basis. Contact Dale at 937-219-4996 or dale@conflictsolutionsohio.com to discuss this option.

Coaching agreements are very flexible and can be structured in a variety of ways to best meet the needs of the client. Typical coaching sessions are 30-60 minutes in length and are scheduled 1-4 times per month. They may be provided in person, by telephone, or by email. Opportunities for inter-session email or telephone contact can be arranged. Fees are based on the type of arrangement requested. Discounts are offered for contracted coaching agreements that exceed six months in duration.

Training and Facilitation

Training and educational programs generally begin with consultation and assessment to determine the type of program that will best meet the needs of the organization. Training can be provided on a variety of topics and include half-day or full-day programs at your site or at another location in your community. Evening or week-end training events are possible. Programs will typically include PowerPoint presentations with handouts along with experiential learning and discussion. The most effective training involves follow-up support and reassessment to ensure that the desired outcomes of the organization are being met.

Training Seminar topics include:

	The Costs of Conflict on Organizations - and Ways to Address Them
	Managing Conflict Constructively
	Emotional Intelligence: The Key to Individual and Organizational Success
	Mediation in the Workplace
	Use of the Myers-Briggs Type Indicator® to Enhance Performance
	The Impact of Myers-Briggs Type and Conflict Styles on Management and Leadership
	The Application of Myers-Briggs Type and Conflict Styles to Supervision and Treatment
	Managing Organizational Change
	Strategic Planning that Works
	Anger Management
	Critical Functions of Effective Teams
	Understanding Generational Differences - From Boomers to Millennials
	Performance Management that Works

Facilitation can be provided to lead a work group through a planning or implementation process. The goal of facilitation is to keep a group on task and enable the meeting time to be effective and productive. Use of a skilled facilitator can be the key to hosting an engaging and productive meeting.

Strategic Planning

Organizational stress and conflict can result from differences in beliefs, strategies, goals, and methods about how the organization should operate. These differences contribute to lack of direction, poor quality, and weak performance which can be very costly. An effective strategic plan can align management and employees toward key organizational goals and outcomes.

While an organization strategic plan may already be available there is a chance that it has not been updated to keep up with a changing business environment, or it may just be sitting on a shelf without having been put into operation. Developing a meaningful and workable strategic plan can put the organization back on track. Let me help you with this process by using my experience to facilitate the development of an active strategic plan that will really work for you.

Mediation

Mediation (also known as Alternative Dispute Resolution or ADR) involves the use of a neutral facilitator to help two parties who are in dispute to reach a mutually acceptable conflict solution and agreement. This process is desirable for a number of reasons:

	It provides a degree of balance between both parties to enable optimal consideration of interests and needs.
	If both parties craft a resolution that is mutual acceptable there is greater acceptance of the outcome and increased investment in the resulting agreement.
	It is less time consuming, less costly and more effective in resolving disputes than litigation.

Conflict Solutions Ohio uses site visits and pre-mediation caucuses or meetings to establish relationships and obtain relevant preparatory information in order to facilitate a productive mediation experience. Each mediation session is designed to address the specific circumstances of the conflict at hand and reach a solution. All information presented or discussed in the mediation sessions is considered confidential and will not be disclosed by the mediation facilitator. However under some circumstances organizations or Courts requesting mediation may be provided with a formal report of the outcome agreement and plans. Mediation sessions can be held at off-site locations to ensure confidentiality. Legal representation is allowable.

Contact Dale Eilerman at Conflict Solutions Ohio for a free consultation to determine if mediation is appropriate for your situation.

Team Building

Experts in organizational development will tell you that behavior in the workplace is 85% determined by the organizational structure and 15% by the individual. Team building is an effective approach for developing a new group, strengthening an existing group, or addressing dissonance or problems within a group. When a group learns to manage interactions in a cooperative context they understand how to define conflicts as mutual problems to be resolved in ways that benefit everyone involved. This is the foundation that organizational improvements can be built on.

I am able to use my experience in behavioral health to facilitate discussion that may get “below the surface” and help team members to effectively identify and address personal and team behaviors. The Myers-Briggs Type Indicator®, the Thomas-Kilmann Conflict Mode Instrument or Style Matters: The Kraybill Conflict Style Inventory can be used with the team as a means of helping them understand their choices, communication style, and actions. The outcomes of team building are:

	Increased awareness of team dynamics
	Building trust
	Improved communication
	Creative thinking
	Clarification of problems and conflicts
	Improved problem-solving skills
	A sense of unity, purpose and commitment

A team building seminar and training can be provided that is structured around the themes of trust, conflict, commitment, accountability, and results as presented in the best selling book, The Five Dysfunctions of a Team, written by Patrick Lencioni.

Team building can be provided in one-half day or full-day experiences. Follow-up sessions are also available when the team has identified outcomes or plans that they are pursuing. Consultation and assessment can be provided to ensure that the team building experience will effectively address the needs and goals of the team. Contact Dale Eilerman for a free preliminary discussion about team building.

Leadership Development

Organizations that struggle with conflict, change management issues, or poor performance may benefit from a leadership development program. Development Dimensions International (DDI) has research data which demonstrates that "strong leadership development programs combined with succession management are linked with higher-performing organizations." ("Leadership Forecast: Best Practices for Tomorrow's Global Leaders, part 2 of 3" by Paul Bernthal in DDI Directions, November, 2005) The LEADERSHIP ARCHITECT® competency and development tools are an effective way to create both leadership development and succession management programs. LEADERSHIP ARCHITECT® is used by a large number of Fortune 500 companies for this purpose. Let me assist your organization with leadership development through the use of LEADERSHIP ARCHITECT®.

Performance Improvement through Management of Differences