Today’s workplace faces new challenges that often leave organizations and their leaders unprepared...
to deal with the array of employee challenges that arise, particularly when it comes to an organizational conflict management strategy that effectively and early intervenes in small conflicts BEFORE they become formal complaints and litigated actions.
The challenges are many:
- The usual co-worker relationships where 'personalities' clash and get in the way of quality and productive work, leaving behind increasing tension and growing toxicity.
- Supervisors who promote from within but have few, if any, skills in the 'people management' side of things. Often rewarded and promoted for what they know and do well with little consideration for what they know (or not) about leading, supporting, and motivating the teams they lead.
- Managers who focus on task completion and getting things done miss opportunities to gauge the workplace climate, employees' stress (for whatever reasons), and how small connections produce high dividends among the 'people' they lead.
- Leaders who put their own interests or the organization's financial needs first. Or micromanage to ensure things are getting done and decrease productivity and quality of work.
Then, these challenges are put on top of racial, gender, and generational differences, the uncertain economic times with federal government changes impacting local and state programs leading to job elimination, and navigating the post-COVID era. Differences and challenges percolate throughout the organization and eventually surface in ways that derail individual and organizational health and well-being.
Learn how we cut FICU's turnover from 37% to 7%. Our case study shows the impact of effective leadership training, a new approach to feedback, and smarter hiring. Get the key to a stronger team.
Real Results from Real Leaders
Hear from executives and HR leaders who’ve partnered with Dr. D to transform their workplaces.
I've had the great opportunity to work with Debra recently. She is a true partner and expert in her field of work. Debra's skills in mediation and coaching are top-notch. She has a lovely way of both connecting with people and driving sustainable and actionable results.
Chelsea Hogan
Director, Human Resources, Corporate USA, Americas Region,
Canada and Export Markets at HEINEKEN
The buy-in Debra obtained from a staff previously divided by major conflicts was incredible to watch. Debra has the ability to see the real issues through the smoke screen. She has a wonderful ability to communicate effectively and respectfully with all levels of staff and also the Board of Directors. She gets action and results in an efficient and cost-effective manner.
Brian Trotier, JD
Chief Executive Officer (Interim), SEDC, San Diego
Your dynamism and ability to meaningfully connect with a diverse audience are exceptional. During our engagement, the depth of your expertise and your capability to coach people in difficult circumstances were very evident. I would recommend that anyone in conflict, whether it was workplace-related, a divorce, or other personal situation, bring you in as a trusted resource.
Katherine Willey
Vice-President, Bank of California
“A Case Study: Conflict in Action – Defining the Business Problem and the Cost of Inaction”
The head of a department recently reached out to address a situation between two highly valued employees as their working relationship was a growing frustration for all in the department, and a climate of tension and toxicity was chronically present.
The two have been working on the same team for the last year, supporting each other in challenging situations. However, 'something' has happened. The missteps in communication between them impact and interrupt the flow and accuracy of information others need.
Signs of disrespect flourish and spread throughout the team. Biases and attitudes run rampant.
Both, individually, are outstanding and valued employees. Both blame each other and the immediate supervisors for failing to curb the inappropriate behaviors displayed by each, going back some nine months ago.
Dispute resolution through mediation was offered as a tool to intervene. However, there is a reluctance to move forward as the less tenured employee feels she’s tried to reach out and make amends but feels rebuffed without support from her male supervisors, who consider her 'too sensitive' and suggest that she 'get over it.' She’s frustrated and feels undervalued. She's ready to walk even though she 'loves' her work, except for this other co-worker.
Interestingly, the more seasoned employee feels he has tried to reach out and make amends but has rebuffed his attempts. He feels undermined, losing respect and credibility from other co-workers.
There's a lack of trust between them, and they are not getting the support of their leadership to bring them together in a 'safe' way where they can navigate their differences.
As an employee, what would you like your employer to do in this situation?
As an employer, what do you see as your options?
Can this relationship be salvaged? I think so, but it will take more than just mediation as a single event. Dispute Resolution Services is used as a 'risk management' tool to address conflicts like these organizationally and individually.
Isn't it time to try something different from past practices, build psychological safety, and restore work as a 'safe' place?
Is this YOU?
Feeling caught in the middle of your employees’ differences? Are employees complaining about disparate treatment, unfair practices, and not getting their needs met…while the work isn’t getting done? Feeling a lack of support from your leadership - not sure where to turn? It's time to implement some NEW Workplace Solutions!
The many faces of Workplace Conflict
Long before COVID-19 kicked in, companies struggled to manage employees with health-related conditions that impacted their ability to be at work and perform the work, impacting productivity and profitability.
Businesses of all sizes struggle to shift to on-site | hybrid | remote models of doing business while keeping employees safe. And, keeping people safe has led to shifts in operations, staggered hours, and meeting employees' demand for greater flexibility in where and how they work.
An agile approach to meeting our employees' needs while also maintaining great service to our customers is at the forefront!
Learn more about what we have to offer to speed the way and strengthen the outcome!
Facts that impact your organization
According to the Workplace Bullying Institute (2019), Workplace Bullying is real and serious in today’s globally challenged work environment:
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- 61% of bullying comes from bosses or supervisors. Thirty-three percent comes from co-workers. The remaining 6 percent occurs when people at lower employment levels bully their supervisors or others above them.
- About 70% of bullies are male, and about 30% are female.
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- Both male and female bullies are more likely to target women.
- 60% of employees who leave their organizations often do so as a result of unresolved conflict, usually with their immediate supervisor.
Are these good reasons to listen to what your employees are saying?
Is it time to take a deeper dive into what’s brewing underneath the surface at your workplace?
These are the kinds of workplace scenarios that warrant attention through dispute resolution strategies before they become costly to YOUR organization.
5 Reasons to Choose Dr. D’s
AGILE WORKPLACE SOLUTIONS
Dr. D works with leaders and employees at all levels to leverage their mindsets for resolving differences that lead to workplace disputes and disruptions.
Here’s what you gain when working with The Mindset Doc:
Strength and courage in building connections through strategic communication
Repair and mending of damaged relationships and bruised egos
Competency in cultural differences for today’s diverse and inclusive workplace
Increased profitability with reduced absenteeism, health costs, and legal expenses
Gain strategies to build pathways for courageous and compassionate cultures.
Now, isn't that worth taking some action towards agile living?
Stories of Change and Growth
Discover how Dr. D’s approach has empowered professionals to lead, connect, and thrive.
I had been a client of Debra's for several years. I have no need for her services now because my life has totally turned around for the better. I can tell you she helped save my life. I was going through one of the worst periods any man could imagine. I can tell you if it wasn't for Dr. Dupree I do not know if I would have made it. In my life she is the fourth person who has helped me through tough times and the other three were good but no match for Dr. Dupree. You will never find a better, more well prepared and knowledgeable person at her chosen craft. If I haven't been clear enough by now, she has my wholehearted and sincere recommendation.
Michael S. Barazone
President at AdZone Marketing
Debra recently spoke with two of my CEO peer groups in Riverside & Temecula. This is the 3rd time over the past 10 years that Debra has worked with my Forum Groups. She always connects with each executive in a unique way and provides a very rich program of services and takeaways that they can use in their business.
Ronald Penland
Helping CEOs / Business Owners achieve their vision & dreams.
Coach of CEO & Key Executive Peer Groups
In my 12 years of leadership, I've always been interested in training and learning more about leadership. I've also received a lot of training, but your coaching in just 3 hours was so extremely beneficial and filled with little gold nuggets of insight. I learned so much based on your background, knowledge, and experience; I learned more yesterday than I have in all of my other trainings combined. Thanks so much for sharing with us your valuable insight. I enjoyed everything you spoke about and my takeaways were what you shared about managing upwards, dealing with what my fear is, and rewind.
Chris Pina
Parking Sergeant, Parking and Transportation Services
Cal Poly Pomona University
The Agile Workplace Products and Services
Learn more about our Learning & Development services:
What our clients say about The Agile Workplace
C. Alejos
Del Mar School District
Once again, Dr. Dupree not only helped me understand this complex topic (ERTW Programs) but helped me ideate practices and processes which will make our district a better place to work and a safer place to be.
A. DeLaPeza
Realtor
Thank you for all your help, guidance and support getting me to where I now am and looking forward to growing even more. With your guidance, I was able to negotiate through some challenging conversations about my role and fair compensation. From the bottom of my heart, thank you.
P. Hall
State Parks & Recreation
You've been by far the single most supportive individual in this workplace drama going on for years. This case should have been closed and dealt with months ago and only with your follow-up support did I truly reach resolution. I give my absolute gratitude and appreciation for how you guided us through the process.
"We've long built on what we technically know but not what we understand about ourselves and others."
Dr. Debra Dupree
The Agile Workplace is for YOU
If you are a manager who recognizes the importance of employee health and well-being to the bottom line, your reputation, and future growth potential.
If you are a manager who realizes that your employees are your most valuable asset in getting the work done and they need a safe environment to get that accomplished – not only physical, but also psychological.
If you are an employee confronted with bullying or bad bossing and it’s making you suffer health consequences or if you’ve developed a medical condition and not sure how to move forward.
