[Advice] 3 Steps for Reframing Organizations

Many organizations still prefer to litigate—or lobby for legal changes—to protect their standing in the open market.


This includes not just external protections, such as market access, intellectual property protection and copyrights on branding efforts, but also, internal protections around hiring, recruiting, onboarding, and resolving internal employee disputes.

Organizations and businesses still handle conflict as a product rather than as a process. This comes with the perspective of conflict resolution—however they are resolved—as “the way we do things around here.” This leads to thinking of conflict resolution as just another method of gaining a favorable organizational outcome.

However, by focusing on the design of the architecture of their internal conflict resolution systems, organizations can evolve beyond merely protecting their place in the market and move toward innovating with people.

Here are three steps to accomplishing this:

  • Creating new design architecture requires unbundling every step in the hiring to firing funnel and reexamining all of the assumptions that are baked into your organization, particularly those around the idea of “who gets to work here.”
  • Developing new design architecture requires dissecting the culture of an organization and determining what the real purposes of the organization are, not just the purposes displayed on the masthead, or for stakeholders.
  • Embedding a new design architecture for resolving conflicts requires a transforming of organizational thinking around conflict—shifting from thinking of conflict as an unfortunate by product of another process to be resolved as quickly as possible and in the organization’s favor, to thinking of conflicts as a process to be engaged with as a a natural part of evolution, growth and innovation.

Unbundling, dissecting and transforming will take any organization toward building a conflict resolution system as a service working for employees and other stakeholders, rather than a service working against employees and other stakeholders.

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: jsorrells@hsconsultingandtraining.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: www.twitter.com/Sorrells79
LinkedIn: www.linkedin.com/in/jesansorrells/

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