This page is available as a conference flyer for inviting your collegues and friends.
Resolution processes are processes that originate in Alternative Dispute Resolution (ADR) processes, and achieve the outcomes of ADR; that is, a cheaper, quicker, private and less stressful way of resolving conflict and disputes between parties avoiding the court, tribunal or other adversarial ‘win-lose’ process.
Resolution processes go a step further than ADR; Resolution processes use ADR techniques in the wider context of change. Leadership, team cohesion, change management, family business disagreement are examples of how resolution processes are now being used innovatively and effectively.
During this conference, you will hear of some of those different contexts.
The principles of ADR are steeped in finding mutually acceptable solutions, without compromising the needs of the different parties involved. Interest based negotiation achieving a ‘win-win’ is as important in politics as in any sphere of our society. Whilst many political systems are adversarial, adopting the William Ury four fundamentals of negotiation as you separate the people from the problem; focus on interests, not positions; invent options for mutual gain, and insist on objective criteria. This approach, encompassed in resolution processes allows politicians to enter into focused de-personalised debate with clear understanding of each others needs – finding innovative solutions that value both relationships and the political issues.
We believe that interest based negotatiations and authentic collaboration can enhance decision making and law making whilst also promoting harmony in society.
For: all those involved with enabling our democracy to flourish through politics.
There are three aspects of the family that this conference will be focusing on;
1. Family business. Both Jersey and UK’s family businesses come in all sizes, sectors, and from all regions. Many of these businesses have been operating for hundreds of years, and their longevity and enduring success are testament to their innovative and long term outlook.
Two thirds of UK businesses are family owned – 4.8 million in total, of which over 16,000 are medium and large businesses, with a similar ratio in the Channel Islands.
They are seen as the backbone of the economy, the bedrock of communities
Resolution processes support the succession of family business from one generation to another, through bringing the wider family to the table for meaningful dialog that moves them forward.
2. Family arbitration and mediation is the alternative dispute resolution process that is faster, quicker and cheaper than the courts, and aims for amicable settlement as couples separate, and negotiate how children, property, finances and other issues are resolved well.
3. Family dispute and disagreement – where family members are experiencing disagreement because of e.g. probate, LGBT, inter-generational, access to children and other disagreements.
For: Family business leaders, owners, employees, family offices and trusts, legal teams and all those involved in helping family business and family wealth to flourish
For: Family court and lawyers, arbitrators and mediators, financial advisors, actuaries and all those professionally involved in helping families to separate and move on in as harmoniously as possible.
ADR remains one of the best kept secrets from business, yet it remains the most effective, reliable and sustainable processes for supporting cultural change, and helping individuals and teams resolve difficulties and challenges. Mediation between individuals and with teams is the increasing bedrock of change; not just for when things are broken, but also as the preferred approach to support real change.
Resolution processes such as difficult conversations, de-escalating conflict, conflict coaching, peer-mediation, facilitation, and other such processes – especially when operating under a Resolution Policy – support the board, leadership, management, teams and individuals in an organisation in building greater trust, courage, commitment, responsiblity and accountability and purpose.
Individuals, boards and teams who experience bullying, personal agendas, prejudices, egos, power struggles, or people simply not engaging with each other will transform team cohesion from adopting resolution processes.
For: Leaders at all levels, managers, HR professionals, project directors, complaint and case-handlers, ombudsman, consumer bodies and everyone in business.