2023 was a year of tremendous personal and company strength and growth. With my clients, I explored crucial dynamics of diversity, mental health, and the nuances of harmonious workplace relationships. I’m proud to share that EVOCrh expanded in 2023 as several new partnerships developed. Through building trusting relationships with my clients, EVOCrh made progress in solidifying its training and interventions. Even though 2023 was only the second year of business, EVOCrh exceeded its performance objectives by 20%, furthering my intention to provide unparalleled conscientious mediation and business coaching services heading into the new year.

2023 was full of important personal lessons that gave me greater insight into my ability to resolve workplace conflicts. For example, the common assumption is that you will inevitably encounter a few fundamentally ‘bad’ people in the workplace. In team environments, it is normal to have clashing personalities or grumpy characters, but I have not encountered a common “offender” of work relations. Instead, I have learned that most conflicts are rooted in an unknown underlying personal pain, and you can transform the path of a conflict when you approach its resolution by focusing on the hurt.  When examining a professional dispute, I meet humans who react to injuries, feel attacked, and attack in return. However, in individual meetings, everyone I encounter reveals a vulnerability and an innate desire to find peace. There is a common phrase, “like calls to like,” which is common when two people who feel hurt end up hurting each other.   In 2023, I understood this concept can evoke a positive benefit in others because when you approach conflict resolution with compassion and empathy, you are more likely to get it in return.

My second key learning of 2023 was the importance of providing managers with various conflict resolution tools. Outside investigation is an important and valuable pathway toward resolving conflicts, but it is not the only one. With the advent of the harassment prevention law in workplaces, employers are now obliged to have a harassment policy. In response, managers and company leaders have worked diligently to create pathways for complaints, but in most cases, their solution is to launch an investigation immediately. Some circumstances require outside mitigation. However, an investigation is not required for all disputes. Companies need to be aware of other conflict resolution methods that can help reduce the cost and pain that often come with official investigations. Many managers who address harassment complaints lean towards outside support because they feel ill-equipped to resolve conflicts alone. In 2024, I will work with clients to build a comprehensive framework for harassment disputes and help company leaders understand the breadth of options to empower them to resolve many internal issues without launching a comprehensive investigation.  Proactive, multi-faceted support will be at the forefront of EVOCrh’s work in the new year.

Change can herald periods of discomfort, but we forget that discomfort comes with positive and negative change. One of the biggest challenges in 2023 was connecting with “offending” parties when tasked with adapting their interaction style at work. For example, a workplace leader who has led with hurtful vocabulary and combative body language finds it especially destabilizing when asked to examine their behavior and modify their management style. My challenge in these situations has been to address such reluctance or denial at a root level instead of a superficial one. It is challenging to raise awareness and change deep-seated workplace habits. However, I have learned that positive improvements are possible by approaching these situations with patience and presence. 2023 taught me that with conflict resolution, persistence is equally important to action. True cultural change in professional environments happens with steady, consistent steps over time.

2023 also brought uplifting triumphs, such as a case regarding two company founders. The two individuals had founded the company but grew apart and were in open conflict for several years. The impact of this tumultuous relationship was far-reaching, with negative effects on the management committee, the board of directors, and employees. The company was growing significantly, but the founders’ relationship had to change for their success to continue. Following several mediation meetings, we discovered common ground for each person to foster feelings of trust and respect while maintaining the integrity of their respective personalities. Since these meetings, the board of directors has confirmed that the founders’ relationship is harmonious, and the benefits have reverberated across the company. Successes such as this case reaffirm my conviction in the transformative benefits of conflict mediation and my dedication to improving my professional skills. In 2024, I will be completing my certification as an accredited harassment investigator. This certification empowers me to provide my clients with even more comprehensive services and tools to address long-term issues. This year, I look forward to providing comprehensive support for diverse organizations seeking a trustworthy partner that helps establish an enduring framework for a healthy office culture that sustains a productive business.