I work throughout British Columbia as an organizational development practitioner, which means that I dedicate my practice to developing the knowledge and effectiveness of people in order to improve the success of individuals, organizational performance and organizational change. I act as an educator, facilitator, coach, instructor, mediator, and adjudicator.
I see connection between "change" and "conflict" in organizational settings, and I'm often contacted and enter into organizations at a point of conflict. Organizations today are so complex and change is rampant. This level of change can lead to change fatigue and can lead to conflict. Also, conflict in organizations is often cultural and systemic. Patterns of similar kinds of conflict can lead to the need to change the "way we do things", including how we communicate, in order to be more effective. Often, dealing with systemic kinds of conflict requires change management processes. Through change management, I support organizations to resolve conflict and to learn how to communicate better in resolving their own conflict. Part of conflict management, in workplace issues, is to consider organizational design, culture, systems and change management. I am skilled at analyzing conflict, seeing and naming the issues, and have a keen awareness of the systems at play that impact ongoing conflicts. I have courage to face conflict, and support my clients to help them see that conflict is an every day part of life.
I also support teams and team effectiveness. I work on the premise that diverse teams are necessary for generating solutions and creative problem solving. Yet diversity can create conflict. I help teams become high performing teams.
As an associate faculty at Royal Roads University, I teach "Reflective Practice: Leading Change in Organizational Settings" in the conflict management and analysis graduate program, which again makes those connections between organizational development and conflict management. I have facilitated workshops for large organizations in communicating in conflict, creating high functioning teams, and creating processes for resolving dispute. Mediation is assisted negotiation and I have been assisting clients in negotiation for 25 years, as a business lawyer and as a mediator. I act as a mediator with two parties, or multiple parties. I have been mediating since 2000.
As an adjudicator with the BC Utilities Commission, my mandate was to serve the public interest. We adjudicate issues that involved multiple stakeholders that often participate in the hearing process. In that capacity, our panels deliberate, often in controversial issues, and usually come to consensus determinations. We are concerned with complex issues and diverse stakeholder interests and our mandate is to act in the public interest, giving effect to government policies. This is a rich experience in dealing with conflict and stakeholder engagement. My work as a corporate director with both ICBC and the Prince George Airport Authority also provides that insight into the importance of engaging stakeholders in today's economy, and provides insight into effective processes to make such engagement meaningful.
The skills of communicating in conflict are all about collaborating - speaking with courage while maintaining compassion for the interests of other people. Consequently, I bring those collaboration skills to the various board work that I am involved with as a director. I am currently a director for the Prince George Airport Authority, and past direct of the Insurance Corporation of BC and the CBA Benevolent Society. I understand the connection between negotiation skills and decision making. Although the goal is to resolve all conflict, sometimes all we are able to do is improve the relationship and increase the compassion in the work place. Compassionate work places are respectful, productive, kind and value profit and relationship. I think that we move toward a better world when we take a sustainable, long term approach to profit, and we see employees and Corporate Social Responsibility (CSR) as an investment and not an expense.
It is my goal to create more compassionate workplaces. Workers who are collaborative and skilled at communicating in and out of conflict contribute to compassionate organizations. I bring my knowledge, experience and passion for relationship to my work and I am eager to assist you in your change management process.
You might have linked onto this web site because you are involved in a dispute or are managing a department of workers involved in a dispute, and you want to create positive change in your workplace. Remember what Mother Theresa says: “a smile is the beginning of peace”.