Facilitated Dialogues Services
Focused on fostering understanding and finding common ground for resolutions in California, Florida, New York, and Ohio.
Resolving Workplace Conflict Through Facilitated Dialogues
Navigating the Facilitated Dialogue Process
During a facilitated dialogue, the neutral facilitator may engage with relevant witnesses to gather factual information, documenting details akin to an investigation. Armed with this information, the neutral facilitator guides a dialogue among decision-makers, coworkers, and the complainant to explore opportunities for mutual resolution, resembling an informal mediation process. It’s important to note that, unlike mediation, a facilitated dialogue typically doesn't conclude with a formal settlement agreement. Instead, the focus is on fostering understanding and finding common ground for resolution.
Application in Employment Settings
In an employment setting, facilitated dialogues commonly occur within the context of a workplace investigation, especially when the complaint is a current employee. Rather than the employer or a neutral investigator deciding on factual allegations, a facilitated dialogue becomes a preferred approach when parties aim to repair an ongoing relationship and distinguish themselves from mediation where separation is often resolution.
A Path to Constructive Resolution
Our facilitated dialogues offer a platform for conflicting parties to engage in meaningful conversations. Within the confines of an informal setting, a neutral facilitator adeptly guides these dialogues, creating an environment conducive to open communication and mutual understanding. As we recognize the importance of fostering an atmosphere where ideas for resolution can be explored, our dedicated facilitators serve as catalysts for constructive dialogue.
FAQs
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Yes. Employers may choose to conduct a facilitated dialogue in tandem with a neutral workplace investigation. This approach allows the organization to address the complaint promptly while preserving documentation that satisfies the duty to investigate. Information gathered during the investigation may inform the dialogue to ensure all issues are resolved. If the employer opts to complete the investigation and then engage in dialogue instead of issuing findings, both parties should confirm this agreement in writing.
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Facilitated dialogues are voluntary, structured discussions led by a neutral facilitator. The session often begins jointly, allowing participants to lead the conversation while the facilitator manages tone, emotions, and pacing. The facilitator may pause for breaks or private sessions if tensions escalate. Before starting, participants should decide whether the dialogue will remain confidential — confidentiality can promote openness and trust throughout the process.
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Facilitated dialogue helps address interpersonal issues that investigations alone may not resolve. When employees must continue working together after a complaint, this process fosters understanding and collaboration instead of assigning fault. It can reduce lingering resentment, rebuild trust, and prevent further conflict or litigation. While not suitable for every case, it’s a valuable tool for restoring relationships and strengthening organizational culture.