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Over the next several issues we will be publishing interviews with each of the panelists who will be presenting at the Guild's January 25th meeting,
EMPLOYMENT TRENDS FOR 2006 (details above)

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INTERVIEW WITH CAROL BOWSER, J.D. as interviewed by Ann Jensen Warman

WE: Describe your current position and/or business.

I am owner of Conflict Management Strategies, a company which provides comprehensive conflict prevention and resolution services. On the prevention side, we provide assessment and training. Our training services extend to individual, group, and intra-department education and skill development. We train individuals at all levels of organizations to have those difficult conversations, deal with "personality issues", and resolve workplace disputes in a manner that maintains working relationships, rather than destroys them.
 
The consulting arm of the company focuses on assisting companies to better address the effectiveness of internal conflict management systems and conflict and peer–to-peer core competencies.
 
Our mediation services provide client with an experienced mediator when the dispute has escalated and an outside expert is needed.  

WE: Which industries does your company serve, and who are your major clients?

Our target market is small (up to 100 employees) and midsize businesses (100-500 employees) -- those that acutely feel the pain of working relationships gone sideways.
 
In the past year, our client base expanded to larger companies that have hired us in an effort to retain key employees. Additionally, we have begun working with senior executives who want to increase conflict and/or peer relations core competencies.
 
More and more companies are recognizing that the so called "soft skills" translate directly to the bottom line through increased employee job satisfaction, decreased of employee turnover, and greater customer satisfaction. 

WE: What do you see at the most significant new employment trends this past year or so?

First, increasing recognition of the importance of "soft skill' training.  My favorite quote is "People don't leave companies; they leave bosses."  The inability of manager, supervisors, even CEO's to deal with conflict is a huge factor in employee job satisfaction and productivity. No one wants to spend hours upon hours in a hostile environment or feel disrespected at work.  The mark of a good manager is the ability to navigate through conflict and keep good employees.
 
Second, the increasing use of alternate dispute resolution (ADR) methods such as mediation and arbitration. Many companies require that employees and vendors agree to use ADR to resolve disputes rather than going to court.  I am a huge proponent of ADR. However, I do see many people agreeing to ADR without knowing what it is or knowing how to access the process.
 
Third, the increased use of independent contractors and temporary employees. We are living in a competitive economy. Many times it is just good business sense to hire temporary employees or independent contractors.
 
As I see it, each of these trends allows the company to focus on more effectively delivering their product to the marketplace. 

WE: What employment trends do you foresee in the future?

Continued use of alternate dispute resolution and the need for soft skills training.  

WE: When did you first decide to enter this industry?

I have been a mediator and trainer for over 10 years. In fact, I trained to be a mediator before entering law school.  After graduating law school, I represented both employers and employees in discrimination cases and other matters surrounding the rights and responsibilities created by the employment relationship.    

Frankly, the life of a litigator was not for me. Clients wanted me to fix the problem—make it go away. Most of the time, the problem came down to an issue of respect, not a legal issue per say. More often then not, employees would say to me if they [the employer] would have just listened to me, I wouldn't be here talking to a lawyer."  I thought there had to be a better way.  In fact, I knew there was.  My training as a mediator showed me the power of a skill based approach to resolving conflict. That is when Conflict Management Strategies began to form.

WE: What type of education did you have and how has it served you?

I hold a Bachelor of Arts in International Studies from the University of Denver and a Juris Doctorate (law degree) from Seattle University School of Law.  I am also a certified mediator. My initial mediation training was 40 hour follow by a practicum.  I have over 250 hours of continuing education and attend professional development seminars regularly.

WE: Who has been your greatest professional influence?

It changes weekly. I think back to all the great people that I have worked with and learned from it is hard to pick one. Today, I would say Natalie Armstrong, Founder and President of Golden Media (www.golden-media.com), who taught me to be an entrepreneur.

WE: What are your plans for the future?

To be on the speed dial of every Human Resources Manager, VP, COO, CEO & CFO in the Pacific Northwest. 

This week, I am developing trainings that tackle gender issues in disputes. I recently presented "Conflict, Women and Workplace- empowering ourselves, honoring others and making peace."  The companion workshop is now in development "What Men Need to Know about Conflict, Women, & Workplace."

WE: How has serving on the boards of professional organizations or doing volunteer work helped you further your career?

Absolutely! The majority of my initial mediation experience was as a volunteer.The community mediation centers here inWashingtonprovide excellent training and opportunities to mediate under the auspices of an experienced mediator. The volunteer mediation experience allowed me to gain invaluable experience.

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CarolBowser, JD
"Managing Conflict  Empowering People"
Conflict Management Strategies

www.ManagingConflict.com
cb@ManagingConflict.com
PO Box732102
Puyallup,WA98375
253-219-5532
Fax: 253-845-4843

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Carol will be presenting at the "Leadership Conference 2006: MASTERING THE GEARWORKS: ENGAGING TALENT FOR HIGHER PERFORMANCE" sponsored by the Human Resources Service Center, NW on Tuesday, MAY 2nd, 2006 in BREMERTON,WA   

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EDUCATION / WORKSHOPS
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Winter 2006 Class Schedule
eVolve's Q1 2006 class schedule is now online, including classes in Flash Advanced/ActionScript workshop and Dreamweaver Advanced and CSS. www.evolveseattle.com

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OTHER ORGANIZATIONS: COMING UP
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Washington Lawyers for the Arts presents a Roundtable Discussion Addressing Legal Issues and Trends for Video Game Artists, Content Developers, and Players

* What legal issues are involved creating video games?
* What steps should creators take to protect distribution?
* Is the industry missing paid-placement ad opportunities?
* What's up with massive multi-player online games?
* What protections does the First Amendment give?
* What video game regulatory schemes may be looming?

DATE: Thursday, February 2nd, 2006
TIME: 11:45-2:30 (program begins at noon, lunches welcome)
LOCATION: Perkins Coie, LLP
1201 Third Avenue, Ste 4800
Seattle, Washington 98101
FEE:
$40 attorneys; $30 paralegals and businesses;
$20 individual artists and students

Register at www.ticketwindowonline.com
(type "legal" in search window) or visit one of three Ticket Window locations

Washington Lawyers for the Arts is a non profit organization dedicated to
supporting the arts in Washington State by making legal resources accessible
to artists and arts organizations.www.wa-artlaw.org

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Thank you to Our SPGA/Seattle Graphic Artists Guild Sponsors:
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Olympus Press: full service commercial printer

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