Mediation and

Conflict Resolution Training

Is conflict secretly draining your organization?

Here’s where to start.

You know organizational conflict is a drain on resources, morale, and talent. Ongoing issues detract from your mission and productivity, and escalating conflict can lead to disengaged employees - or even your best talent headed for the door.

You want to protect your reputation, be responsive to employee concerns, and better prepare your organization to handle conflict. But with limited time or expertise to develop a plan, what’s the next step?

Safeguard and strengthen your organization with conflict resolution services

Your one-stop solution for managing, resolving, and even anticipating conflict.

You need external support to get to the bottom of organizational conflict.

Putting your organization on the path to resolution doesn’t have to be difficult. I provide effective and affordable mediation and conflict training to help you resolve current conflict and strengthen your organization moving forward.

The Resolved Approach is your one-stop solution for the customized conflict resolution services you need. With services including mediation, coaching, and training, I can help you devise a plan that will transform conflict into productive communication and employee engagement.

When you proactively decide to bring in conflict resolution support, you can

→ Provide a trusted space for employees to work through workplace issues, strengthening your culture and reducing talent turnover

→ Anticipate and address issues before they escalate, reducing risk and the hidden cost of conflict while increasing potential for engagement and dialogue

→ Build long-term capacity for conflict resolution, allowing your organization to avoid similar issues in the future

Mediation and Conflict Resolution Training are offered virtually or in-person in the Greater Greenville, SC area.

Mediation, conflict coaching, and training with The Resolved Approach

Exactly what you need to resolve things.

With my support, real resolution and better preparation are possible. I offer a range of services that will help you get to the bottom of questions like:

How do we as a company move on from this conflict/issue/challenge?
What needs to happen before we can put this behind us?
Who needs to talk, and what do we do if that is a difficult conversation?
What kind of competencies should we be building in our organization to address conflict moving forward?
How do we remain proactive, so conflict like this doesn’t happen again?

The right approach for your organization will depend on your needs, but it may include:

Mediation to resolve conflicts between disputing parties
Conflict coaching for your employees, leadership, or community members
Organizational trainings in conflict resolution, restorative justice, productive and nonviolent communication, difficult conversations, or bias awareness

With a custom package of services tailored specifically for your needs, budget, and goals, you’ll walk away with:

Your conflict resolved in a way that actually allows everyone to move forward

The tools to better equip you for dealing with future miscommunication and conflict

An on-call relationship with an external partner you can turn to if other issues arise

What’s the right conflict resolution plan for you?

Customized mediation, conflict coaching, and training.

Schedule your free consultation

Organizational training at The Resolved Approach is $1,500 - $2,000 / day, and mediation begins at $100 / hour. Every organization’s situation is different, and I offer a custom proposal to every client to ensure that you get exactly what you need.

I invite you to contact me today for a free consultation, so we can explore which solution may be right for you.

Are you looking for ombuds services instead?

Ombuds Services

Mediation and Training

Frequently Asked Questions

Everything you need to know to move forward.

Every situation is different, but this example may help you imagine what the process might look like and how long it may take.

An interpersonal issue:

A friend borrowed money and didn’t pay it back when they said they would. You don’t want to have to go to court over this issue and your friend won’t agree to participate in mediation, but you need help figuring out how to approach them and hopefully bring an end to this disagreement.

As your coach, I guide you with questions about your relationship with your friend, how the situation came about, and what kind of resolution you would like to achieve. I help you plan how to reach out to them, how to express yourself, and what solutions you might want to suggest. In coaching, you learn new communication skills and other techniques to help you have a productive conversation with your friend.

In as many sessions as you want or need, I support you as you work to resolve your conflict. After coaching, you walk away feeling more equipped to deal with other conflicts in the future.

Coaching can have many outcomes. The outcome depends on what you want and need, and I can help you figure this out.

You may decide that you want to continue meeting with me regularly while you work to resolve your conflict independently.
You may decide you want to try mediating the situation, and we can discuss the best way to reach out to the other party (see question below).
You may decide you are ready to move forward with a more formal option, such as a grievance or a lawsuit, and I can guide you through the next steps.
You may decide that you don’t want to take further action and that you are ready to move on.

The first hour of coaching with The Resolved Approach is free. After that, coaching costs $25 to $100 an hour, depending on your economic need. When you first reach out, I’ll quote you a flat hourly rate for coaching. If you’re willing to share your yearly household income, which will remain confidential, I can adjust my hourly rate based on this information (not to exceed the initial quote).

It’s important to me to make coaching accessible to everyone, so I encourage you to reach out to me regardless of your financial situation. There are ways to work together no matter your budget, and I don’t turn anyone away for an inability to pay.

Mediation is an opportunity to sit down (virtually or in person) with those you are disputing and have a productive conversation facilitated by a trained neutral. In mediation, you get to explore creative options for resolution and decide whether you want to reach an agreement and what that agreement entails.

At The Resolved Approach I conduct facilitative mediation, which means that the parties to the mediation completely control the outcome of the situation. I ask questions, listen, and lead a productive conversation between the parties, but the parties themselves determine how and whether they want the situation to resolve.

Every situation is different, but this example may help you imagine what the process might look like and how long it may take.

A family dispute:

You and your adult siblings are disagreeing about how to care for your aging mother. One sister wants to move in and take care of your mother at her home, while you and your other siblings want to sell your mother's house and move her into long-term care.

As your mediator, I help you and your siblings navigate your family dynamics and areas of disagreement, and come up with a solution that prioritizes your family’s well-being. I gather information, ask questions, and structure conversations so that everyone is heard and understood. Everyone has the chance to discuss their personal goals and needs, their individual financial situations, what they want for your mother, and what they want for your mother's house.

This type of mediation can take several sessions, and you and your family walk away with an agreement that guides your future decision-making, avoids more conflict, and preserves your relationships.

Mediation is completely voluntary, so you have nothing to lose by giving it a try: Parties to a mediation choose whether they want to start mediation and whether they want to come to an agreement. Anyone, including the mediator, can end the mediation at any time.
Mediation is a safe, nonjudgmental space: A mediator remains neutral at all times. I will not make a judgment about the situation or about who is right or wrong.
Mediation is confidential: I keep everything in the mediation confidential, so you can speak your mind. If your situation is not resolved in mediation, I will not be part of any formal process or lawsuit.
Mediation does not prevent you from taking further action: If you try mediation and it doesn’t work out, you can still choose litigation.
Mediation saves time and money: Mediation can help you avoid years of court battles and thousands of dollars in legal fees.
Mediation promotes direct, clear communication: Mediation gives you an opportunity to talk to each other directly, listen, communicate more clearly, and successfully navigate your misunderstandings and conflict. You can say what you need to say and hear what the other person needs to say, and the mediator serves as a guide for the trickier parts of the conversation. You don’t have to make compromises or agree on every aspect of the situation. Mediation gives you the chance to reach an agreement that allows you to move on even if you continue to disagree about some things.
Mediation remains in your control: At all times, parties to the mediation control the content of the discussion and the outcome of the process. An agreement is reached only if both of you want to reach that agreement. I do not make suggestions about what the resolution should be, and I will never force a resolution on you.
Mediation promotes creative and lasting resolution: In mediation, you can think about what you really want and you can brainstorm options for resolving the situation together. You can come up with a resolution that someone outside of the dispute (such as a judge or supervisor) would never think of. A resolution that you helped craft often feels easier to comply with.
Mediation often leads to a resolution: I have an over 90% settlement rate in mediation, because parties who come to the table to talk things out can often decide how to move forward together. Even if you don’t reach an agreement, mediation can still help you feel heard and get a clearer sense of what you want and what your options are outside of mediation.

Mediation is typically much faster and more efficient than going to court because you get to talk to the other party directly. The process takes only as long as you need it to, and it can be completed all at once or divided over multiple sessions.

The number of mediation sessions necessary can depend on the nature of the conflict and how much there is to discuss and decide. I may also schedule sessions privately with each party to help move things along.

Mediation at The Resolved Approach costs $50 to $300 an hour, depending on the type of mediation, whether the mediation is conducted in person or virtually, and economic need. For all mediation, I quote a flat hourly rate. If you’re willing to share your yearly household income, which will remain confidential, I can adjust my hourly rate based on this information (not to exceed the initial quote). You and the other party can be charged together or separately based on your preferences, and deciding who is going to pay for the mediation can be part of what is mediated.

There are some situations where going to court is the right choice, including situations involving domestic violence, restraining orders, or threats of harm. Additionally, if you want someone to decide your case for you, you should go to court because that will not be the mediator’s role. Otherwise, you have nothing to lose by trying mediation first because you can always end the process and then go to court. If you are unsure about what to do, I invite you to call for a free coaching session to help you understand your options and decide what your best next step is.

Yes. If you are working with a lawyer, you can decide how much you want your lawyer(s) to be involved in mediation. Lawyers sometimes want their clients to try mediation for various reasons, and lawyers can be part of this process. Alternatively, even if you’re already begun working with a lawyer, you can choose to pause litigation and start mediation without your lawyer as you decide how you want to move forward. When you reach out to me, I can help you think through how much you may want your lawyer to be involved in this process.

Mediation is an opportunity to sit down (virtually or in person) with the person you are disputing and have a productive conversation facilitated by a trained neutral party. In a mediation, you get to explore creative options for resolution, deciding whether you want to reach an agreement and what that agreement entails.

At The Resolved Approach, I conduct facilitative mediation, which means that the parties to the mediation completely control the outcome of the situation. I ask questions, listen, and lead a productive conversation between you and your spouse so that you both may determine how the situation resolves.

Every divorce and mediation is different, but these two examples may help you imagine what the process might look like and how long it may take.

For a divorcing couple that's basically on the same page about moving forward:

You’ve both agreed that you don’t need lawyers because you aren’t overwhelmed by conflict, but you aren’t sure what you need to file or how to officially complete your divorce.

As your mediator, I help you work through any disagreements and guide you through the steps to make the divorce official. I facilitate conversations between you and your spouse about the components of a separation agreement, such as division of assets, financial arrangements, and alimony. Once both spouses have agreed on the separation agreement, I walk you through the remaining paperwork requirements. After working with me, you and your spouse will be ready to present all of your completed paperwork to the court, which expedites the issuance of a divorce judgment.

This type of mediation can typically be completed with a few phone calls and just 1 or 2 mediation sessions.

For a divorcing couple with more contention and concerns about child custody:

The court process for a contentious divorce could take 1 to 2 years to resolve, but mediation can reduce this time to just a few months.

As your mediator, I help both spouses navigate the areas of disagreement and come up with a solution that works for everyone and prioritizes your children’s well-being. While a court process can discourage or even prevent you both from speaking directly about dividing your assets and parenting your children, I help you to communicate productively and mutually resolve these issues. You, not a judge, decide what will work best for your family and your children.

I facilitate conversations between you and your spouse about the components of a separation agreement, such as division of assets, financial arrangements, custody, and a parenting plan. Once both spouses have agreed on the separation agreement, I walk you through the remaining paperwork requirements for court. After working with me, you and your spouse will be ready to present all of your completed paperwork to the court, which expedites the issuance of a divorce judgment.

This type of mediation may take 3 to 5 mediation sessions, and these sessions can be regularly scheduled and concluded in a few months.

Mediation is completely voluntary, so you have nothing to lose by giving it a try: Parties to a mediation choose whether they want to start mediation and whether they want to come to an agreement. Anyone can end the mediation at any time.
Mediation is a safe, nonjudgmental space: A mediator remains neutral at all times. I do not make a judgment about the situation or about who is right or wrong.
Mediation is confidential: I keep everything in the mediation confidential, so you can speak your mind. If your divorce is not resolved in mediation, I will not be part of any formal process or lawsuit.
Mediation does not prevent you from taking further action: If you try mediation and it doesn’t work out, you can still choose litigation.
Mediation saves time and money: Mediation can help you avoid years of court battles and thousands of dollars in legal fees for both spouses.
Mediation promotes direct, clear communication: Mediation gives you an opportunity to talk to each other directly, listen, communicate more clearly, and successfully navigate your misunderstandings and conflict. You can say what you need to say and hear what the other person needs to say, and the mediator serves as a guide for the trickier parts of the conversation. You don’t have to make compromises or agree on every aspect of the situation. Mediation gives you the chance to reach an agreement that allows you to move on even if you continue to disagree about some things.
Mediation remains in your control: At all times, parties to the mediation control the content of the discussion and the outcome of the process. An agreement is reached only if both of you want to reach that agreement. I do not make suggestions about what the resolution should be, and I will never force a resolution on you.
Mediation promotes creative and lasting resolution: In mediation, you can think about what you really want and you can brainstorm options for resolving the situation together. You can come up with a resolution that someone outside of the dispute (such as a judge) would never think of. A resolution that you helped craft feels easier to comply with.
Mediation often leads to a resolution: I have an over 90% settlement rate in mediation, because parties who come to the table to talk things out can often decide how to move forward together. Even if you don’t reach an agreement, mediation can still help you feel heard and get a clearer sense of what you want and what your options are outside of mediation.

Mediation is typically much faster and more efficient than going to court because you get to talk to your spouse directly. The process takes only as long as you need it to, and it can be completed all at once or divided over multiple sessions.

The number of mediation sessions necessary can depend on the nature of the conflict and how much there is to discuss and decide. I may also schedule sessions privately with each spouse to help move things along.

Mediation at The Resolved Approach costs $50 to $300 an hour, depending on the type of mediation, whether the mediation is conducted in person or virtually, and economic need. For all mediation, I quote a flat hourly rate. You and your spouse can be charged together or separately based on your preferences, and deciding who is going to pay for the mediation can be part of what is mediated.

It’s important to me to make mediation accessible to everyone, so I encourage you to reach out to me regardless of your financial situation. There are ways to work together no matter your budget, and I don’t turn anyone away for an inability to pay.

An ombuds office is the conflict resolution center of an organization where a trained neutral ombudsperson resolves and prevents conflict and brings systemic concerns to the organization for resolution. It’s the place employees can go with an issue or concern when they don’t know where else to go.

An ombudsperson offers support through coaching, active listening, generating options, providing information, making referrals, mediating, and facilitating difficult conversations. Simultaneously, they effect macro change by alerting the leaders to trends of issues and concerns, making recommendations for change, and training the organization in conflict resolution and productive communication.

An ombuds office is:

Independent: the ombudsperson is unaligned in the organization and reports as high in the organization as possible. They decide how and whether to act without the influence of anyone outside of the office.
Impartial: the ombudsperson is unaligned and unbiased. They do not advocate for an individual, for the organization, or for any specific outcome.
Informal: the ombudsperson helps people resolve situations by listening, reframing issues, providing information, and making referrals. They do not participate in any formal process, make decisions, investigate issues, create policy, or keep identified records.
Confidential: everything told to the ombudsperson remains confidential unless the ombudsperson is given express permission to disclose it or if it falls under an exception to confidentiality. Even the fact that someone chooses to visit the ombuds office will remain confidential. Any records kept are de-identified and are only for the purposes of reporting broad trends.

For more information, visit the website for the International Ombuds Association (IOA), the professional agency for ombudspeople: https://www.ombudsassociation.org/

Through its unique and trusted place within the organization, an ombuds office has multiple benefits:
To provide individualized support and coaching to help employees through workplace challenges
To provide a safe space for employees to express dissatisfaction or frustration without fear of retaliation or judgment
To anticipate and address issues before they escalate or cause harm to employees
To signal to employees that leaders are not afraid to hear what is really going on in the organization
To encourage organizational critical self-analysis
To advance conflict resolution and communication skills across the organization
To strengthen the workplace culture

Both human resources and an ombuds office are important resources for employees of an organization. An ombuds office is independent, impartial, informal, and confidential, while Human Resources represents the organization and has reporting responsibilities. Although conversations with Human Resources can at times be confidential, they are not automatically confidential, and in some situations, notifying Human Resources of an issue can automatically set off a formal process or require them to disclose the situation to leaders.

The ombuds office and Human Resources work best when they collaborate and recognize each other’s strengths. They can refer employees to each other to ensure that employees are being served by the most appropriate resource for their unique situation.

The ombuds field is still relatively unknown. Sometimes leaders hear about these offices from other organizations or from their own employees, and they agree that their organization could benefit from ombuds support. But they don’t know what needs to exist in order to make an ombuds office effective, and they don’t have the time to figure it out! At The Resolved Approach, I help you get to the point where you are ready to hire an ombudsperson and open the office. This includes gaining leadership support, engaging employees throughout the process, understanding what key stakeholders want in an ombuds office, developing the ombuds charter, and crafting a job description. I offer the one-stop shop you need to get from here to a working, breathing ombuds office.

I can contract with you to conduct ombuds services for a set amount of time or on an ongoing basis. As your ombudsperson, I can support employees through workplace challenges, conduct mediations and facilitated dialogues, and organize trainings. All discussions are kept confidential. After an agreed-upon amount of time, I can compile and present a report to the leaders of your organization detailing de-identified trends in the organization and some recommendations for improvements moving forward. Schedule a free consultation with The Resolved Approach to learn more about how ombuds services could look at your organization.

As an ombudsperson, I conduct facilitative mediation, which means that the parties to the mediation completely control the outcome of the situation. A facilitative mediator asks questions, listens, and leads the productive conversation between the parties, but the parties themselves will determine how and whether they want the situation to resolve.

If you could do that, you probably wouldn’t have found me in the first place. Something is preventing your organization from moving forward, and a proactive approach will make the difference that allows you to address the issue and move on. In your free consultation, I can help you pinpoint exactly what’s holding your organization back and help you determine if you need external assistance to move past it.

At The Resolved Approach, I offer multiple types of training: conflict resolution, productive and nonviolent communication, mediation, restorative justice practices, difficult conversations, ombuds practices, and bias awareness. Determining what training your organization needs begins with a conversation about your current needs and challenges, and what competencies you’d like to strengthen at your organization. I offer a customized training based on your unique goals. Schedule a free consultation with The Resolved Approach to get the discussion started.

The outcome of a training direclty corresponds to your goals. When we first speak, I will help you identify what is going on in your organization, what you think is lacking, and what you think is needed. I will then design a training that meets the objectives you have identified. For example, if you believe your employees are having trouble communicating honestly and productively, I might design a training that includes elements of nonviolent communication, difficult conversations, and conflict resolution and provides an opportunity to practice active listening skills as a group.

Mediation is completely voluntary, so there is nothing to lose by giving it a try: Parties to a mediation choose whether they want to start mediation and whether they want to come to an agreement. Anyone can end the mediation at any time.
Mediation is a safe, nonjudgmental space: A mediator remains neutral at all times. I do not make a judgment about the situation or about who is right or wrong.
Mediation is confidential: I keep everything in the mediation confidential, so parties can speak their mind. If mediation does not resolve the situation, I will not be part of any formal process.
Mediation does not prevent you from taking further action: If you try mediation and it doesn’t work out, you can still pursue a more formal option through your organization.
Mediation saves time, money, and your reputation: Mediation is a more efficient process than a formal grievance. It also saves money and proves that the organization values communication and conflict resolution.
Mediation remains in your control: At all times, parties to the mediation control the content of the discussion and the outcome of the process. An agreement is reached only if both parties want to reach that agreement. I do not make suggestions about what the resolution should be, and I will never force a resolution.
Mediation promotes creative and lasting resolution: In mediation, parties can think about what they really want and brainstorm options for resolving the situation together. They can come up with a resolution that someone outside of the dispute (such as a supervisor) would never think of. A resolution that someone helps craft feels easier to comply with.
Mediation often leads to a resolution: I have an over 90% settlement rate in mediation, because parties who come to the table to talk things out can often decide how to move forward together. Even if the parties don’t reach an agreement, mediation can still help them feel heard and get a clearer sense of what their options are outside of mediation.

Conflict can feel complicated, but resolving it doesn’t have to be. I hope to answer some of your questions about mediation and training below. .

If you have a question I haven’t answered, please reach out for a complimentary consultation call and I’ll be happy to discuss in detail.

Ask a Question

Mediation and Training FAQ

Still have questions? Ready to get started?

Schedule your free consultation call today.

Contact Me

Mediation and

Conflict Resolution Training

Is conflict secretly draining your organization?

Here’s where to start.

Safeguard and strengthen your organization with conflict resolution services

Your one-stop solution for managing, resolving, and even anticipating conflict.

Mediation, conflict coaching, and training with The Resolved Approach

Exactly what you need to resolve things.

What’s the right conflict resolution plan for you?

Customized mediation, conflict coaching, and training.

Are you looking for ombuds services instead?

Mediation and Training

Frequently Asked Questions

Everything you need to know to move forward.

What is conflict coaching?

What can conflict coaching do for me?

What could the coaching experience look like?

What is the outcome of conflict coaching?

How much does conflict coaching cost?

What is mediation?

What could the mediation process look like?

Why would I try mediation?

What is the outcome of a mediation?

How long does mediation take?

Should I get a lawyer?

How much does mediation cost?

Should I just go to court?

Can I still choose mediation if I’ve already started working with an lawyer?

I want mediation, but I haven’t talked to the other party about it yet. Can you still mediate?"

Can I choose mediation if the other party and I don’t get along?

What if I call you but then decide to resolve the situation on my own?

What is divorce mediation?

How does divorce mediation work?

Why would I try divorce mediation?

What is the outcome of a divorce mediation?

How long does divorce mediation take?

Should I get a lawyer?

What is the cost of divorce mediation?

Should I just go to court?

Can I still choose divorce mediation if I’ve already started working with a lawyer?

I want divorce mediation, but I haven’t talked to my spouse about it yet. Can you still mediate?"

Can I choose divorce mediation if my spouse and I don’t get along?

What if I call you but then decide to resolve the situation on my own?

What is an ombuds office? What is an ombudsperson?

What are the exceptions to confidentiality?

Why would we establish an ombuds office?

How is an ombuds office different from Human Resources?

How do you help our organization establish an ombuds office?

How does it work if The Resolved Approach is serving as our ombuds office?

What is mediation?

Why can’t we just forget about this issue/problem/dispute and move on?

What if I call you but then decide to resolve the situation internally?

What kind of conflict resolution training do we need?

What is the outcome of conflict resolution training?

Why would we try mediation?