“A vision is not just a picture of what could be; it is an appeal to our better selves; a call to become something more.”
— Rosabeth Moss Kanter
Corporations, governmental agencies, hospitals, universities, and nonprofits turn to CDR to help build strong, sustainable futures. Often these domestic or international entities face mergers, reorganization, external changes, and internal conditions that significantly alter business as usual. Such pressures can lead to conflicts that require management, employees, and staff to alter course in order to achieve results.
CDR facilitates lasting change and improved performance by engaging your key stakeholders in jointly addressing challenges. That may include building relationships characterized by trust and respect. A shift to a new way of thinking and new work systems starts with high-level strategic planning and a shared vision for organizational change. Once the big picture emerges, we follow-up throughout implementation by devising tactical plans, conducting assessments, leading interventions, and offering training to close gaps in organizational performance.
Within the organizational effectiveness realm, our experience includes:
- Assessing existing organizational and personnel dispute resolution systems, and designing new ones
- Mediating pilot contracts and collective bargaining
- Preparing negotiation teams for international talks
- Assisting in contract implementation
- Designing and delivering training at all organizational levels
- Engaging in strategic planning
- Facilitating organizational change initiatives
- Designing and implementing engagement and problem-solving cultures
- Providing leadership and management development/coaching
- Improving interactions and cooperation between management and labor
- Resolving disputes and grievances between all levels of management and employees
Read about our work in developing a conflict resolution system for Levi Strauss & Co. at the following:
