MWI
The strongest negotiators aren't always the most persuasive speakers. Often, they're the best listeners.
It's natural to want to keep explaining your position, especially when the conversation feels stuck. But repeating the same point rarely changes someone's mind.
Instead, try pausing. Ask a thoughtful question. Make sure the other person feels heard before trying to move the conversation forward.
Understanding doesn't mean agreeing. It creates the conditions for better conversations, stronger relationships, and more productive negotiations.
07/13/2026
When people have a trusted place to discuss concerns and explore options, they're more likely to address issues while there are still multiple paths forward. That's why organizational ombuds matter.
At MWI, we're passionate about helping organizations add confidential, independent, and informal resources that complement existing resources such as HR, Legal, and Compliance. Together, these resources give employees more ways to seek help and preserve more options for addressing concerns.
Chuck Doran and Elizabeth Hill explore this idea in their recent article on where organizational ombuds fit within the conflict lifecycle.
🔗 https://mwi.org/conflict-resolution-lifecycle/
07/10/2026
Not every workplace concern begins as a formal complaint.
Long before an issue reaches an investigation, mediation, arbitration, or litigation, people are often navigating uncertainty:
Should I say something?
Who can I talk to?
What are my options?
That early stage of conflict is where organizational ombuds can make a meaningful difference.
Chuck Doran and Elizabeth Hill recently explored this often-overlooked part of the conflict lifecycle in Alternatives to the High Cost of Litigation, a publication of the CPR Institute- International Institute for Conflict Prevention & Resolution.
The article examines how organizational ombuds complement existing resources like human resources, compliance, and legal by providing a confidential, independent, impartial, and informal space where individuals can explore concerns earlier, before issues become harder to resolve.
Read the full article on the MWI blog. Originally published in the July/August 2026 issue of Alternatives.
https://mwi.org/conflict-resolution-lifecycle/
Difficult messages can make us want to respond quickly, defend ourselves, or match the tone we receive.
The BIFF approach, developed by conflict resolution expert Bill Eddy, offers a simple framework for responding in challenging moments:
✔ Brief
✔ Informative
✔ Friendly
✔ Firm
A thoughtful response can help lower defensiveness, reduce escalation, and keep the conversation moving forward.
How we respond can shape what happens next.
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