Thursday, December 07, 2006

HR Trends Good News for Workplace Mediators

Talent retention and performance management represent two of the most challenging concerns for HR professionals for the next two years, according to HR Executive, a leading publication for human resource professionals. Ok, not earth-shattering news but it does suggest good opportunities for workplace ADR professionals.

Workplace Coach

How about working as a coach to either a human resources professional or to one of the management team? The old adage is that people leave people, not jobs, is true. So, helping professionals develop new skills and coping mechanisms would be a very effective way for a mediator to gain traction in a workplace.

Performance management trainers

There are few HR managers and fewer line or middle managers who can conduct a performance management process well. I can envision training managers to turn a dreaded process into a learning opportunity by using new techniques such as appreciative inquiry or interest-based negotiation.

Workplace Mediators

Companies will be more inclined to want to work through problems instead of letting valuable talent walk out the door. Mediation can be a parallel process to a progressive discipline plan that fosters a better relationship between manager and employee.


There are also new roles for facilitators in this changing environment. Leadership development was third on the list. Boards want to learn how to communicate with each other more effectively and make better decisions.

Contract ombudsman

Of course, I see this news as a boon for contract Ombuds. More small companies will want to be open to employee concerns and interests and having a part-time Ombuds is an affordable way to maintain employee loyalty and engagement. I'm exploring new directions for my own Ombuds practice as a result of these trends.

What does this mean to you? Start unbundling, folks. Looks to see where your skills and expertise might be useful in a workplace setting. You might want to start by approaching a small or mid-sized firm first. It'll be less stressful on you and there's a great chance they will recognize their need for your services.

Just a thought...

Try. Fail. Learn. Grow!



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