When people spend a significant amount of time together, conflicts are sure to arise. And when you add the pressures and stresses of the workplace, disputes become not only inevitable, but costly.

A global study from 2008 found that on average, employees spend roughly 2.1 hours each week dealing with conflicts at work. That equates to approximately one day each month in lost productivity.

The study also found that letting such disputes go unaddressed can lead to personal attacks, physical sicknesses, and project failures.

That's why workplace conflict resolution is a key area for mediation. A growing number of business leaders are using mediation to resolve corporate conflicts and restore harmony at the office.

Whether you’re an aspiring mediator, HR professional, or business manager, there are proven mediation techniques you can use to defuse conflicts and build a healthier work environment.

Start by following these 7 key steps.

Across the globe, several key factors have helped legitimize alternative dispute resolution (ADR) as an effective means of settling conflicts outside of court. 

The ever-rising expense of litigation is a main driver, along with hopelessly backlogged courts and the stress of drawn-out legal battles. 

As an industry, ADR is maturing and evolving at a rapid rate, particularly in the US, Canada, UK and parts of Asia.  

Mediators and arbitrators are becoming increasingly sophisticated and specialized, tackling more complex cases, and developing more nuanced ADR techniques. 

What’s the next stage of growth for alternative dispute resolution? 

Here's a look at 4 major trends that are changing and shaping the ADR industry right now. 

Online dispute resolution (ODR) isn’t new. It’s been around for almost 20 years, starting with the early days of ecommerce and disputes related to online transactions. 

In the early days, ODR was mostly used to resolve commercial disputes. But over the years, it has gradually expanded to include many practice areas. 

Of course, Covid-19 has completely changed the game. With in-person meetings no longer possible for many people, ODR has moved from an option to a necessity. 

If you’ve never conducted a mediation or arbitration online, you’re facing a dizzying new world of videoconferencing software, tools, features, and pitfalls. 

Which platform should you use? What features do you need? How should your approach evolve?

These are the challenges Mary Joseph had in mind when she designed our new Online Dispute Resolution Workshop. 

The primary goal of alternative dispute resolution (ADR)  is to settle disputes without litigation.

Going to court often involves a long and arduous process—and doesn’t always produce a beneficial result. 

This is precisely what ADR is designed to avoid: the time delays, costs, anxiety, and sometimes disappointing outcomes of litigation. 

ADR is used to settle disputes in a wide range of practice areas, including:

☑️ Family matters 

☑️ Commercial contracts 

☑️ Workplace disputes 

☑️ Labour relations 

☑️ Business and consumer disputes 

☑️ Intellectual property 

☑️ Sports 

☑️ Construction 

☑️ International trade deals 

☑️ Torts 

There are four main types of ADR. Many alternative dispute resolution professionals build skills across all four modalities, so they can choose or combine approaches to suit clients' needs.

In this post, we'll guide you through each ADR type, including common pros and cons of each model. 

Are you a manager or business leader wondering which corporate training goals you should prioritize this year?

It can be a tough call, given the sheer number of professional development courses and topics out there. 

What new skills would most benefit your team and help your company grow?  

Some organizations are prioritizing obvious and immediate needs. For example, video conferencing training to help employees conduct business or teach classes online during the pandemic. 

But in most cases, companies are looking for ways to get a competitive edge over the long term. They are seeking professional training in less tangible areas—soft skills that directly impact teamwork, productivity, morale, talent retention, and company culture. 

In fact, soft skills (versus finite technical skills) have become increasingly popular corporate training goals.  

Which skills are companies investing in most right now? Here are the top 5 trends in corporate training and professional development.

If you are interested in the field of alternative dispute resolution (ADR), you may be considering becoming an accredited arbitrator or mediator.

Both are increasingly popular forms of dispute resolution; both offer interesting and diverse career opportunities.

People pursue ADR training and accreditation for a number of reasons. Some aspire to become professional mediators or arbitrators. Others are simply looking to handle conflict better in their personal relationships or workplace.

It’s certainly an industry in demand. From business disputes to divorce settlements, people are turning to ADR as a more flexible, less costly, and more time-effective means of resolving conflicts.

Arbitration and mediation offer two different approaches to conflict resolution. They differ in terms of procedure and outcomes, as well as training and accreditation.

Quick summary: Compare accredited Mediation and Arbitration certificates offered at Kompass. Learn how you can build your own customized online dispute resolution training program.

Disputes are an inevitable part of the human experience. From personal to professional relationships, in family groups and work settings, at the community level and between nations—conflict is a fact of life. 

It’s how we deal with disputes that defines our capacity to evolve and grow. This is an increasingly valued personal and professional skill.

We’ve been delivering online dispute resolution training for years, and are continuously surprised at the diverse backgrounds and motivations of students. 

If you are considering a career in mediation, your first priority is to understand the types of mediation certification available in your region and at the national level in Canada. 

With the exception of family mediation, all mediation certifications are administered by the Alternative Dispute Resolution Institute of Canada (ADRIC). 

ADRIC is the national certifying body and sets clear standards and guidelines for mediation training, certification, and professional practice.

ADRIC also has regional affiliates, some of which have special or different requirements for certification, in addition to the national criteria.

Family mediators have their own professional association, separate from ADRIC, called Family Mediation Canada (FMC). 

Depending on the type of mediations you want to perform, you may need to get certified by both ADRIC and FMC. 

So where do you begin? What are the steps involved in becoming a certified mediator in Canada, and which type of certification is right for you?

Like many judges and lawyers, Mary Joseph entered the field of alternative dispute resolution after retiring from a successful career in law. But she’s not your typical lawyer-turned-mediator.

Mary brings a unique repertoire of skills and scholarship to her mediation practice, including 30 years as an immigration lawyer, a Master’s in Divinity, and expertise in online dispute resolution (ODR).

Two years ago, Mary added mediation instructor to the list. She teaches the accredited Mediation Certificate at Kompass Professional Development.

“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people not on strategies.” - Larry Bossidy 

It's tough to argue with Larry Bossidy—renowned business leader, author, speaker, and now retired CEO of Honeywell. 

Bossidy was never an HR manager, but there’s no doubt he understood the enormous value of recruiting, nurturing, and retaining top talent. 

He knew that business success is intrinsically linked to employee success. And who monitors and cultivates employee success? The human resources team.