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EXECUTIVE & PARTNERS CONFLICTS Example:
A CEO and a CEO of an affiliate do not get along and board meetings have
become strained for all members. Example: One business partner is concerned
about the way the other partner is handling growing production needs,
and their discussions to date have not been satisfactory for either.
Example: Three business partners own the company and
a fourth partner is being considered but the relationship between two
of the partners has become strained over the issue and no one is discussing
it.
Example: One executive in the company is becoming a liability
for the others due to his excessive drinking and a what others believe
is an affair with a secretary.
Example: The partnership retreat is coming up and most
are not looking forward to is because there are strained working relationships
between the executives and the senior managers, or between the partners.
Whether involving two executives or multiple partners, mediation is often
used when an event or series of interactions over time occur which create
stress or conflict in the working business relationship. It may be the
fee formula, the reimbursement structure, handling of a certain client,
new business matters previously unanticipated, a change in a business
plan, a change in staffing, a personal crisis for one of the professionals
or a clash of personalities. It may also be a group of partners or executives
with strong conflicting views who need to make workable decisions and
at the same time maintain morale and cohesiveness.
Mediation for executives, partners or for other professionals is typically
requested by one of the owners, a financial officer or by one of the management
team members who recognizes the negative interactions or potentially corrosive
nature of the situation. Mediation in a business setting is a confidential,
facilitated process for discussion in which the participants are encouraged
to be direct about their views, barriers and possible solutions as well
as are encouraged to make decisions appropriate for the situation. Mediation
outcomes may include the working through personal differences or styles
between business partners or executives who still need to work together
for the good of the organization or may be about serious discussion and
decisions about policy decisions or may be about making decisions about
no longer working together and how to part with fairness and integrity.
Many Baltimore Mediation clients also choose mediation for those matters
where there may not necessarily be a “dispute” but where there
are divergent opinions being expressed or where there is not the opportunity
for such expression and the business desires to create a safe venue where
such ideas and views can be heard.
Many partners, CFO’s and CEO’s are finding that mediation
is not only a cost effective alternative, but is a refreshing and preferred
choice. Addressing business conflicts directly improves business morale
and productivity. Baltimore Mediation mediators provide a strong neutral
presence in a supportive setting where various viewpoints are facilitated
and explored. Baltimore Mediation mediators also have in depth training
and experience in mediating business and executive disputes as well as
backgrounds in legal transactions, human resources, counseling, and business
management. See also Workplace disputes.
For those matters which may lead to potential litigation, business partners,
owners, or financial, legal or executive officers may contact Baltimore
Mediation to arrange for mediation when they want to avoid the economic
and psychological costs of potential and actual litigation. Litigation
may include all varieties of partnership disputes, all of which have aspects
of the claims which are suitable for mediation. Agreements can be partial
or total, with present and future terms, as decided by the parties; mediated
settlements can be drafted and accompanied by full releases. See also
Contract disputes.
Baltimore Mediation also provides some of the highest quality conflict
resolution training for business partners, executives and staff in how
to handle future conflicts in responsive ways that increases the quality
of working relationships, thereby lowering working dissatisfaction and
unresolved conflict. See also Customized trainings.
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