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Services for Parties in Conflict

       

 

Organizational Conflict

We help clients resolve the conflicts that are holding them back, whether they are internal or with groups that are external to the organization.

The situation was impossible. The problems threatened to shut down a major operation entirely. I brought Arbinger in for three days and I’ve never seen such a radical change. The people who had been at war now pulled together and cleaned up a year’s worth of contract disputes and modifications in just a few weeks. We saved the operation and met other crucial deadlines. It was the closest thing I’ve ever seen to a management miracle.
Director Manufacturing Organization

How we work with organizations

We help our clients to identify and solve both the conflicts they know about, and to uncover and solve those that they don’t – before they escalate. Our work helps people to see what they haven’t been able to see, and therefore to solve problems that have long seemed insoluble.

Hidden conflicts and conflict escalation

While some conflicts escalate quickly and demand to be addressed, others fester for months and years and silently undermine the effectiveness of the organization. With only the symptoms of staff turnover, motivation issues, internal politics, and interdepartmental conflicts showing.

Many of these conflicts arise wherever individuals and teams fail to see or hold themselves accountable for their full impact in the organizational system, instead pursuing conflicting personal/departmental objectives.

Our processes  help you catch and resolve these conflicts early, before they become personal, political and hardened.

Stuck in the conflict cycle (or Self perpetuating conflicts)

When conflicts become “hardened”, they can infect the whole organization and have a massive impact on organizational effectiveness.

As, the parties actually begin inviting and/or exacerbating the very problems they are complaining about.

However—and this is important—parties who are doing this can’t see that they are doing it. We call these self-perpetuating conflicts “collusions.” Most organizations are shocked to discover how much waste and loss is being created by collusions within their organizations.

 

Next steps

  1. Definitely best to call us… (801) 447-9244
  2. Download our White Paper on Conflict Resolution

Geo-Political & Social Conflict

 

The world is broken.

By this, we do not mean that the world isn’t working. (Although it certainly is true that it could be working much better!)

Rather, we mean that everywhere one looks one can see division, separation, and disconnection. Estrangement is the plague of our day. Whether in families, communities, or on the world stage, people (and peoples) are breaking apart.

The source of conflict

Resulting from a deep philosophical inquiry over a period of decades, Arbinger’s work amounts to a language with which to understand how it is that we as human beings separate ourselves from each other, why, when we do separate, we believe it is the fault of others, how we therefore condemn ourselves to lingering divisions and resentment, and how this estrangement can be overcome.

Who Arbinger works with

Arbinger works with NGOs as well as with the political, diplomatic, and military arms of governments to brings peoples together and to foster reconciliation and understanding across historic divides.  We help parties and conflict professionals to end destructive cultural, community, and political collusions that have stymied peace sometimes for generations.

Next Steps

Labor Management Disputes

Like all conflicts, labor management disputes almost always involve one or both parties who are seeing the other side as THE problem (or objects in Arbinger language).

Unless this problem is overcome, the best that can be hoped for in labor management disputes is 11th hour agreements that all parties resent.

Arbinger allows for a better way.

We work with organizational and labor leaders to resolve current and ongoing disputes and to build collaborative leadership and work practices that build trust and cooperation between labor and management.

Next Steps

What clients are saying

“Since the Arbinger training, I actually look forward to working with the union president. I rely on him to help me solve my problems and I think he feels the same about me. I’ll never go back to the old way.”

-Company President

“The kind of cooperation and mutual support we have now between labor and management would have been unheard of in the past. I was planning to retire next year. But now I want to stick around, because things are only getting better.”

- Union President

Arbinger client stuck in long running labor management dispute