We may need to start with some communication coaching before moving into mediation. A little coaching can prepare both parties for the communication “dance” when we finally get to the meeting table, especially where there is concern about “heated” communication.

The goal is to empower parties to communicate openly so they are truly constructing an agreement they can live with.

Understand why the brain sometimes gets stuck in high-conflict cycles of thinking where it seems like there is no way to work with that individual or organization.

Get one-on-one help with your responses to high-conflict emails and difficult conversations.

Discuss ways to text and write others without receiving a toxic response.

Draft conflict deterrent emails and letters to anyone to resolve the current difficulty and move on.

Create future conflict-proof contracts, stipulations, and agreements.