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Mediators Washington DC

Mediators provide mediation services for disagreements concerning such issues as premarital agreements, financial disagreements, separation, divorce, parenting plans, wrongful termination, labor management, victim-offender mediation and more. See below for local businesses in Washington that give access to qualified mediators and for more advice and content on facilitative mediation and evaluative mediation.

Betsy A Miller
(202) 408-4600
1001 Pennsylvania Avenue Nw
Washington, DC
Specialties
Employment, Government, Mediation
State Licensing
DC

Bruce S Lane
(202) 585-8777
401 9th Street Nw, Suite 900
Washington, DC
Specialties
Real Estate, Tax, Mediation
State Licensing
DC

Neil M Sitron
(202) 624-2604
1001 Pennsylvania Avenue Nw
Washington, DC
Specialties
Mediation, Mergers & Acquisitions
State Licensing
DC

Ronald D Maines
(202) 293-5333
1827 JEFFERSON PL NW
WASHINGTON, DC
Specialties
Mediation, Federal Regulation, Appeals
Education
Davidson College,Philosophy, University of Notre Dame,Wake Forest University
State Licensing
DC

Kevin M Kraham
(202) 842-3400
1300 19TH ST NW OFFICE BLDG
WASHINGTON, DC
Specialties
Employment, Arbitration, Contracts, Litigation, Mediation
Education
American University, Washington College of Law,Boston University
State Licensing
DC

Herbert G Smith II
(202) 344-4858
575 7th St Nw
Washington, DC
Specialties
Litigation, Commercial, Mediation
State Licensing
DC

Andrew P Loewinger
(202) 585-8855
401 9th Street Nw, Suite 900
Washington, DC
Specialties
Franchising, Litigation, Mediation
State Licensing
DC

Thomas M. Beck
(202) 879-3603
51 LOUISIANA AVE NW
WASHINGTON, DC
Specialties
Employment, Employee Benefits, Litigation, Lawsuits & Disputes, Mediation
Education
University of Virginia,University of Virginia
State Licensing
DC

Paul A Kaplan
(202) 857-4458
1401 Eye Street Nw, 7th Fl
Washington, DC
Specialties
Litigation, Bankruptcy, Arbitration, Mediation, Real Estate
Education
University of Pennsylvania Law School,Boston University
State Licensing
DC, Maryland

Lee T Ellis Jr
(202) 861-1521
1050 CONNECTICUT AVE NW STE 1100
WASHINGTON, DC
Specialties
Litigation, Employment, Mediation, Commercial, Appeals
Education
Georgetown University Law Center,University of Tennessee, Knoxville (main)
State Licensing
DC

Conflict: A New Perspective

by Julie Fuimano

I was recently asked to address the issue of conflict resolution at the hospital of one of our clients. In today's fast-paced and stressed-out society, conflict resolution is a critical issue. People don't always have the time or the tools to handle conflict.

The word ‘conflict' connotes something bad. People think of conflict and they think of two people in a heated argument. But as the workplace shapes itself to recognize and be more accepting of diversity and differing opinions and as companies write their diversity policies, why not change the way we view conflict and embrace it as something to be valued instead of dispelled?

Conflict Defined

Conflict is defined as a disagreement, a battle or to be at odds. In essence, conflict is a differing of opinions, point of views or ideas. Conflict occurs when two or more people see things from different perspectives, given their education, background, upbringing, knowledge of the issue, beliefs, time of day, mood, etc. Is this not the definition of diversity? Diversity is a variety, an assortment or a mixture. And accepting diversity means accepting that people have inherently different views on how they see the world and how to get things done.

The Source Of Conflict

So why then do people get so uptight and agitated when disagreements occur? There are two main reasons: one, when the idea is presented and then rejected, the person may take it as a personal attack. The second reason is that the person might be attached to it being done their way.

As a leader and a role model, recognize there is always another way to accomplish something, not just your way or the way it's always been done. Be open to receiving input from others, recognizing that their perspective offers you the opportunity to see the issue or problem in a way that you might not have considered. When you present your suggestions and opinions, detach yourself from whether your suggestion is implemented. While it may seem like the best choice from your vantage point, realize there may be many other factors that go into making the decision and that it's not about you as a person.

Acknowledge The Conflict

When faced with conflict, don't run from it; acknowledge it for what it is - diversity of thought. Ask each person to share his or her ideas. Compliment each of them on their innovative and unique perspectives. Praise each of those on your team so they understand how important their differing opinions are. By doing so, you are demonstrating leadership and showing respect for their diverse perspectives. Seek to understand where each person is coming from and help each of the participants understand the other's point of view. Once you understand the framework behind their perspective, you can help to dissolve the conflict and refocus their energies on finding solutions.

Focus On The Outcome

When its time to focus on selecting the most appropriate course of action, focus on ac...

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