Médiation Organisationnelle PRD

Establish protocols to prevent future conflictsEstablish protocols to prevent future conflictsOrganizational preventive mediation allows you to actively participate in the search for solutions to your dispute with the help of a neutral person, an accredited mediator.

This type of mediation complements legal and human resources services. It provides a confidential, impartial dispute resolution mechanism for communication challenges, interpersonal complaints, and systemic and organizational problems.

Preventive organizational mediation can be used to

Analyze the overall communication of an organization

Defuse conflict situations

Establish protocols to prevent future conflicts

Achieve the strategic goals of the organization

Successfully manage an intergenerational transfer

Planning or initiating a shareholder agreement

Avoiding a negative impact on the organization’s image and credibility

Collaborative negotiation relies on the cooperation of each individual. That’s why it usually results in a win-win agreement.

Collaborative negotiation is based on

• Identifying each other’s needs and interests rather than defending positions.
• Discussing, collaborating and sharing all relevant information.
• Good relationships between people.
• Finding original, customized solutions that are most advantageous to all parties.

Also known as interest-based negotiation, integrative negotiation or interest-based negotiation.

Mediation allows you to actively participate in finding solutions to resolve your dispute with the help of a neutral third party — a mediator.

The mediator helps you communicate your needs and interests so that you can reach a mutually satisfactory agreement with the other party.

Mediation can be used without necessarily considering or initiating legal proceedings.

Mediation is useful for:

Neighborhood relations

An estate

The purchase of goods or services, or warranty issues

Hidden defects or contractor work issues

Relationships between partners, shareholders, or coworkers

The terms of use of a trademark or a patent

The Flexibility of Mediation

The possibility of using it at the times of day or week that suit you best.

The option to hold mediation sessions in the evening or even on weekends.

Mediation is voluntary; however, in some cases, it may be mandatory — for example, as part of compulsory small claims mediation or if a contract or agreement clause requires it.

Using it whether or not you plan to resolve the dispute in court.

Having the option to use it even if legal proceedings are already underway.

Conciliation is an informal and confidential procedure in which a neutral person, a conciliator, can help you reach a satisfactory agreement with the other party to resolve your dispute.

The conciliation procedure is similar to mediation. However, the conciliator is often a representative of the judiciary or public administration. Depending on the circumstances, he or she may be appointed by the parties, by a civil servant or by a judge.

The arbitrator’s role is to settle a dispute and, if necessary, determine damages.

Arbitration can replace a court case, as the arbitrator’s decision is generally final and not subject to appeal (unless the rules of procedure and public policy have been violated).

The time limits for hearing cases in arbitration are shorter than in court.

Arbitration proceedings and results are private and confidential.

An arbitrator’s job is to settle a dispute and, if necessary, determine damages.

Arbitration can replace a court case, as the arbitrator’s decision is generally final and not subject to appeal (unless the rules of procedure and public policy have been violated).

The time limits for hearing cases in arbitration are shorter than in court.

Arbitration proceedings and results are private and confidential.

Types of Disputes Suitable for Arbitration

Arbitration is appropriate for preventing or resolving disputes that primarily affect business, such as in the following areas:

Domestic and international trade

Construction

Intellectual property

Labor relations

Maritime matters

Pharmaceutical

Events

When the terms of a contract are not respected.

Arbitration is prohibited in certain situations, such as family matters (divorce, child custody, alimony, etc.) and protective supervision (guardianship or conservatorship).

Appropriate times to use mediation

You can use arbitration before you go to court, or even when the dispute is already in court.

In either case, you and the other party must agree to use arbitration to resolve your dispute.

Arbitration may also be required by law, regulation or contract. For example, in labor relations and certain transportation-related activities.

Management coaching is a personal and professional development process aimed at improving the skills and performance of leaders within an organization.

Develop leadership skills by enhancing the leader’s self-awareness, identifying their strengths and weaknesses, and better adapting to the needs of their team.

Increase the leader’s personal impact to enhance their ability to positively influence team members and foster a culture of performance and engagement.

Leadership coaching can be used to:

• Support leaders who may be reluctant to change their behavior or accept feedback.
• Ensure that leaders’ goals are aligned with the organization’s strategic objectives.
• Develop leaders who are able to meet contemporary challenges
• Measure the effectiveness of existing protocols
• Develop a strategic vision to help leaders formulate their own vision

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