A Brief Introduction

APPLIED CONFLICT MANAGEMENT is the creator and developer of the concept, application, technique and practice of CONFLICT MANAGEMENT CONSULTANTS.

APPLIED CONFLICT MANAGEMENT is the theory that conflict management is a tool which organizations, businesses and individuals can use in and apply to any situation where there are differences of opinion, and is definitely far and beyond the realms of the usual dispute resolution methods or practices.

At the outset, CONFLICT MANAGEMENT CONSULTANTS adopts the philosophy that dispute resolution methods and practices, such as mediation and arbitration, although important, are nonetheless remedies. In other words, dispute resolution is the potential cure of a problem. With mediation, the solution is identified, through the help of a mediator, on a consensus building basis. In arbitration, the solution is determined by the arbitrator, who after hearing the facts and arguments, decides on the solution. Thus the primary focus of CONFLICT MANAGEMENT CONSULTANTS is that there should be adopted wherever possible, the practice of conflict management, which is, variously, the containment and management of differences, and even better, the proactive prevention of conflict through the adoption and utilization of prophylactic practices. In short, adopt the cure, or, even better, the prevention.

In a further development of this philosophy, CONFLICT MANAGEMENT CONSULTANTS takes the cure and prevention further by applying the theories, techniques and practices of conflict management in a constructive and positive manner to situations outside of the normal parameters and meaning of conflict to everyday life situations, whether in commerce, organizations or as amongst individuals. In other words, Applied Conflict Management is the utilization and application of conflict management techniques as a positive enhancement tool. Some examples: In the corporate setting, it can be used as an assessment tool as part of due diligence prior to mergers or acquisitions to determine whether the merger or acquisition makes business and economic sense in the context of human capital dynamics. As is commonly known, in excess of three quarters of all mergers and acquisitions fail, not a small percentage of failures due in great part to failure on the part of the corporate leadership to assess the compatibility of merging of human capital, or to proactively anticipate the need for the synchronisation and integration of human capital as a vital part of any merger or acquisition. In another business context, there is the example of succession planning within an organization, whether it be a smaller owner managed business or a larger multinational corporation. In the setting of dynamics between individuals, the application of Applied Conflict Management techniques can range from group dynamics training, leadership issues, communication, and coaching.

At times, indeed, Applied Conflict Management may well be applied in a way so as to turn conflict and potential conflict into a positive energy for the benefit of all constituents, interested parties and stakeholders or organization.

Any organization, business or situation which is charged with positive energies means greater likelihood of success and overtaking of competition. This translates to relationships, revenue and profits – whether monetary or otherwise.

However, to achieve the desired results described, expertise and experience is necessary to guide the process. As well, often, external neutral intervention is needed to facilitate the developmental process.

This is where CONFLICT MANAGEMENT CONSULTANTS comes in. We have the knowledge, the expertise and the experience as well as the third party neutral intervention capabilities to consult with you, assess the circumstances, determine you needs, advise you as to the process, guide you through the process, and implement the results.