FAQ.

Confidentiality is crucial in conflict resolution, especially with regards to mediation, facilitation and coaching. When we conduct a mediation, the information discussed is kept in confidence by all parties. As the work we do is primarily between and among employees and leaders, there is an agreement up front as to what level of detail is kept confidential and what (if any) will be shared with the business. We are transparent with our clients, participants, HR and business owners about how confidentiality will be handled.

We don’t see ourselves as being on any “side.” We consider ourselves to be what is often called omnipartial in that we are supportive of all sides in a conflict. Our role is to focus on a process of transformation, not decide what the transformation will be. The outcome is up to the participants; our role is to guide them through a process towards agreement.

A law degree is not a prerequisite for conducting conflict resolution interventions. Our founder, Hilary Bendon, holds a Master of Dispute Resolution (MOR) degree and has a background in personal and professional development, including more than 25 years of experience in human resources as well as learning, leadership and organizational development. She fully understands the needs of employees, leaders and the business itself.

We are brought into an organization by a variety of people representing the organization: the owner, the CEO, executives, leaders, trusted advisors and human resources departments. Whoever sees a need and has authority or the ear of the person in authority can engage us on behalf of an organization. We are open to speaking to people at all levels inside and outside an organization.

The difference is twofold: we have experience and specialized training in conflict resolution. Hilary has a Master of Dispute Resolution degree and has completed other mediation coursework, and we are independent of the organization. HR professionals have expertise in a wide variety of areas, such as talent acquisition, compensation, benefits, training, development and employee relations. They have excellent skills for dealing with employee concerns and needs while representing the organization as well as the employee. Because of this, HR professionals are often seen as partial to their organization, business or management. We are untethered to internal groups and can provide independent and impartial services.