| Mediation & Negotiation Services |
Mediation has distinct advantages over litigation: It is private and it costs a lot less. Litigation, by definition, is public and so the
process and results are also public. The costs of attorneys and the courts may be catastrophic and still leave one side
completely unsatisfied. Mediation is a fast and inexpensive way to resolve disputes. If you want to reduce your costs, keep
your process private, and greatly speed the time to an agreement, choose mediation.
While conflict is a normal part of our every-day lives, it can often be uncomfortable and counterproductive, especially in the
workplace. When you find yourself in a dispute with a fellow employee, manager, or colleague, mediation can help you resolve
issues in a private, confidential, and expeditious manner. In comparison, litigation is a "zero-sum game" in which one side wins
and one side loses. Mediation is different. It is based upon agreement. Mediators are trained to find workable outcomes, not
to punish the "losing" side. In mediation the goal is to find a solution, a workable outcome that is at the very least acceptable to
all parties. Mediators cannot make decisions or force decisions on the parties involved in the dispute.
Mediation yields outcomes that may also allow the parties to continue with their relationship. My objective in mediation is to find
a result that feels fair to all and an agreement that endures.
How does mediation work?
1. Brief consultation by phone.
2. Initial 30 to 60 minute in-person or conference call consultation
3. In person joint sessions with all parties. Ground rules are agreed to and each participant's objectives and needs are
outlined. During the first meeting, the lead explains the process and answers questions. After the parties have told their side of
the story, the mediator may ask for clarification or elaboration on particular issues. Following the joint session, the lead or co-
mediator may meet with each party separately to discuss the issues in greater detail and to gain a better sense of how the
parties would like to resolve the dispute. In these meetings, the lead or co-mediator helps the parties try to find an appropriate
way to solve their problems.
4. Agreement and Signing: At the end of the process, a detailed written agreement is developed and signed by both parties.
What's different about my mediation?
My mediation's are respect-based. This means I build into the processes and procedures explicit mechanisms designed to
enhance the feeling of safety, communication and personal dignity. The result is faster, fairer, more enduring agreements.
What kind of outcome can I expect?
You can expect to come to terms that are acceptable. If you agree to at least respect the view-point of your counterpart
contestant across the table from you and if you are honest about your needs; if you agree to hear and be heard, you can
expect satisfaction. If you want to "win" and your counterpart to "lose" you should consider litigation.
What kind of mediation do you do?
How do we get started?
Simple: Contact me. I will take it from there.
process and results are also public. The costs of attorneys and the courts may be catastrophic and still leave one side
completely unsatisfied. Mediation is a fast and inexpensive way to resolve disputes. If you want to reduce your costs, keep
your process private, and greatly speed the time to an agreement, choose mediation.
While conflict is a normal part of our every-day lives, it can often be uncomfortable and counterproductive, especially in the
workplace. When you find yourself in a dispute with a fellow employee, manager, or colleague, mediation can help you resolve
issues in a private, confidential, and expeditious manner. In comparison, litigation is a "zero-sum game" in which one side wins
and one side loses. Mediation is different. It is based upon agreement. Mediators are trained to find workable outcomes, not
to punish the "losing" side. In mediation the goal is to find a solution, a workable outcome that is at the very least acceptable to
all parties. Mediators cannot make decisions or force decisions on the parties involved in the dispute.
Mediation yields outcomes that may also allow the parties to continue with their relationship. My objective in mediation is to find
a result that feels fair to all and an agreement that endures.
How does mediation work?
1. Brief consultation by phone.
2. Initial 30 to 60 minute in-person or conference call consultation
3. In person joint sessions with all parties. Ground rules are agreed to and each participant's objectives and needs are
outlined. During the first meeting, the lead explains the process and answers questions. After the parties have told their side of
the story, the mediator may ask for clarification or elaboration on particular issues. Following the joint session, the lead or co-
mediator may meet with each party separately to discuss the issues in greater detail and to gain a better sense of how the
parties would like to resolve the dispute. In these meetings, the lead or co-mediator helps the parties try to find an appropriate
way to solve their problems.
4. Agreement and Signing: At the end of the process, a detailed written agreement is developed and signed by both parties.
What's different about my mediation?
My mediation's are respect-based. This means I build into the processes and procedures explicit mechanisms designed to
enhance the feeling of safety, communication and personal dignity. The result is faster, fairer, more enduring agreements.
What kind of outcome can I expect?
You can expect to come to terms that are acceptable. If you agree to at least respect the view-point of your counterpart
contestant across the table from you and if you are honest about your needs; if you agree to hear and be heard, you can
expect satisfaction. If you want to "win" and your counterpart to "lose" you should consider litigation.
What kind of mediation do you do?
- Workplace & Organizational - disputes between co-workers or between employee and employer
- Family - disputes between family members, spouses or parents-children
- Community & Civil - disputes between neighbors or between company and citizen populace
- Environmental - disputes between stake-holders in environmental issues
How do we get started?
Simple: Contact me. I will take it from there.
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RsD
Mediation: Why should you use it?
| Negotiaton Services |
Types of negotiation I practice:
My experience as a lead negotiator spans three decades and includes contracts of all sorts and sizes and
collective bargaining up to a $500,000,000 multi-year contract. I specialize in negotiations and mediations
where bridge-building is required to develop relationships and communication in the process of the
negotiation so that the resulting contract is optimal for both or all sides. My style is to involve as many of
the stake-holders to the process as possible.
To discuss your negotiation needs contact me or email me at robert@robertsdrake.com.
Testimonial Letters:
Providence Health Plan
Dr.Jody Pettit
- Business Contracts
- Collective Bargaining
- Water and Land Rights
- Healthcare
- Small and large
My experience as a lead negotiator spans three decades and includes contracts of all sorts and sizes and
collective bargaining up to a $500,000,000 multi-year contract. I specialize in negotiations and mediations
where bridge-building is required to develop relationships and communication in the process of the
negotiation so that the resulting contract is optimal for both or all sides. My style is to involve as many of
the stake-holders to the process as possible.
To discuss your negotiation needs contact me or email me at robert@robertsdrake.com.
Testimonial Letters:
Providence Health Plan
Dr.Jody Pettit
"Bob is a skilled negotiator who readily creates an environment of mutual respect."
Jody Pettit, MD, Medical Director, IPA
Jody Pettit, MD, Medical Director, IPA