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1.   What's the difference between mediation, conflict coaching, and therapy? 

Mediation brings two or more people together with a neutral third party (me) to have the conversations they're avoiding. I create a safe space where everyone feels seen, heard, validated, and valued—so they can move from tension to problem-solving. Mediation focuses on resolving specific conflicts and restoring communication. 

 

Conflict coaching is one-on-one support to help you build your own conflict management skills. Whether you're preparing for a difficult conversation, navigating workplace dynamics, or learning how to set boundaries, coaching equips you with practical tools you'll use long after our work ends. 

 

Therapy focuses on mental health, past trauma, and emotional healing. While therapists help you understand why you feel certain ways, I help you develop skills to handle difficult conversations and relationships more effectively. 

 

Think of it this way: Therapy heals past wounds. Mediation resolves current conflicts. Coaching builds future capacity. --- 

 

2.   Can mediation really work if we haven't spoken in years? 

Yes—and this is actually one of the most powerful uses of mediation. 

 

Family estrangement, workplace rifts, and broken partnerships often persist not because people don't want resolution, but because they don't know how to start the conversation after so much time has passed. 

 

Mediation provides the structure and safety that makes reconnection possible. I help you: 

- Navigate the fear and vulnerability of reaching out 

- Address what happened without getting stuck in blame 

- Hear each other's perspectives in ways that feel respectful 

- Decide together what the relationship could look like going forward 

 

The length of time doesn't matter as much as the willingness to try. If both parties are open to having the conversation, healing is possible—even after years of silence.

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 3.  What if the other person refuses to participate in mediation? 

This is one of the most common concerns I hear, and you have options: 

 

Conflict Coaching for You 

Even if the other person won't join mediation, coaching helps you: 

- Prepare for the difficult conversation you need to have 

- Develop language for addressing the issue directly 

- Manage your own triggers and responses 

- Create a strategy for moving forward—with or without their participation

 

Indirect Influence 

Sometimes the way you show up changes the dynamic enough that the other person becomes willing to engage. When you stop avoiding, blaming, or escalating, they often respond differently. 

 

Mediation Invitation Strategies 

I can help you craft an invitation to mediation that addresses their concerns and lowers resistance. Often, people refuse because they don't understand what mediation actually is—they fear being ganged up on, forced to apologize, or told they're wrong. 

 

The bottom line:

You can't control whether someone participates, but you can control how you handle the situation. Coaching gives you skills regardless of their response.

 

4.  How do I decide if I need mediation, coaching, or training? 

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Choose MEDIATION if: 

- Two or more people need to resolve a specific conflict together 

- Communication has broken down and you need a neutral facilitator 

- You've tried talking directly and it didn't work 

- Relationships are damaged and need repair 

- Decisions need to be made jointly (elder care, business issues, family matters) 

 

Choose COACHING if: 

- You want to build your personal conflict management skills 

- You're preparing for a difficult conversation 

- The other person won't participate in mediation 

- You need strategies for navigating ongoing difficult dynamics 

- You're in a leadership role and want to handle conflict better 

 

Choose TRAINING if: 

- Your team or organization needs conflict skills development 

- You want to build a conflict management system 

- Multiple people need the same foundational skills 

- You're experiencing high turnover or low morale due to unresolved tension 

 

Still not sure? Contact me for a free 15-minute consultation.

I'll ask a few questions about your situation and help you determine the best path forward—no pressure, no sales pitch. Just clarity.

 

WORKPLACE & HEALTHCARE CONFLICT 

1.  Why do healthcare organizations need specialized conflict resolution?
Healthcare conflict is different—and generic workplace training doesn't address the unique pressures medical teams face. 

2.  What makes healthcare conflict unique: 

- Life-and-death stakes:
Unlike most workplace conflicts, healthcare disagreements can directly impact patient safety

 - Embedded hierarchy:
Power dynamics between physicians, nurses, techs, and administrators make speaking up feel risky

 - Chronic understaffing:
When everyone is exhausted and under-resourced, minor irritations become major conflicts 

- Vicarious trauma:
Healthcare professionals absorb others' pain daily, which lowers conflict tolerance

 - Regulatory pressure:
Fear of lawsuits and licensing complaints makes people defensive and conflict-avoidant 

Why my approach works: 

As a former ER nurse, I understand these pressures from the inside. I've worked trauma, emergency medicine, and hospice. I know what it's like to make split-second decisions under pressure, to navigate physician-nurse dynamics, to care for patients while your own tank is empty.

 

 I don't just resolve conflicts—I help healthcare organizations build conflict management systems so teams can handle future challenges themselves. 

 

The cost of doing nothing: Research shows unresolved conflict contributes to 41% of perceived negative impacts on patient care. It costs an average of $56,000 to replace one nurse due to turnover. Professional mediation averages $3,000. 

 

The conversations you're avoiding are costing you more than you realize. 

 

3.  Can conflict training actually reduce staff turnover? Yes—when it's done right. Generic "team building" workshops where people do trust falls and personality assessments? Those don't move the needle. 

 

But conflict management systems that teach practical skills, create psychological safety, and provide real support? Those transform workplaces. 

 

What the research shows: 

- Organizations with conflict management systems have significantly lower turnover 

- Teams trained in de-escalation and difficult conversations report higher job satisfaction 

- Access to mediation reduces formal grievances and litigation 

 

Why it works: 

Most people don't leave jobs because of the work itself—they leave because of unresolved interpersonal conflict.

 

When organizations:

 - Normalize disagreement as part of healthy teams 

- Teach skills for addressing tension directly 

- Provide mediation before conflicts become entrenched 

- Model healthy conflict management from leadership 

 

...people stay. Because they feel heard, valued, and equipped to handle challenges. 

 

I don't just come in for a one-time workshop. I help organizations build sustainable systems that reduce turnover and strengthen culture.

 

FAMILY & RELATIONSHIP MEDIATION 

 

1.  What types of family conflicts can mediation help with?

Mediation helps families navigate the conversations they're avoiding—before relationships are permanently damaged. 

 

Common family conflicts I mediate: 

 

Elder Care & Aging Parents: 

- Siblings disagreeing about caregiving responsibilities 

- Decisions about assisted living, medical care, or finances 

- One sibling carrying the burden while others are distant 

- Power of attorney disputes 

- End-of-life planning conversations 

 

Inheritance & Estate Issues: 

- Disputes after a parent's death 

- Disagreements about will interpretation 

- Unequal distribution concerns 

- Executor/trustee conflicts 

- Preventing inheritance disputes before they happen 

 

Family Estrangement: 

- Adult children not speaking to parents 

- Sibling rifts that have lasted years 

- In-law conflicts affecting the whole family 

- Generational misunderstandings 

 

Major Family Transitions: 

- Blended family challenges 

- Divorce and co-parenting 

- Financial support disagreements

 - Business partnerships between family members 

 

Why mediation works for families: 

Family conflicts are rarely about the surface issue. The fight about Mom's house is really about who was the "good kid." The disagreement about caregiving is really about old wounds and unmet needs. 

 

I help families: 

- Get to what's really driving the conflict 

- Hear each other's perspectives without defensiveness 

- Address hurt and repair trust 

- Make decisions together that honor everyone's needs 

- Preserve relationships while resolving issues 

 

The conversations you're avoiding are costing you more than you realize. Mediation creates the space to finally have them.

 

2.  How can I prevent inheritance disputes before they happen? 

This is one of the smartest questions families can ask—and one of the least common. 

 

Most families wait until after someone dies to address inheritance conflicts. By then, emotions are raw, lawyers are involved, and relationships are often irreparably damaged. 

 

Preventive strategies that work: 

 

Family Meetings While Everyone's Healthy Bring the whole family together (with me as facilitator) to:

 - Discuss values and wishes around inheritance

 - Address concerns and questions openly 

- Hear directly from parents about their reasoning 

- Clear up assumptions before they become resentments 

 

Mediated Estate Planning Conversations Work with your estate attorney AND a mediator to: 

- Involve all beneficiaries in understanding the plan 

- Address why things are divided as they are 

- Create space for hurt feelings to be expressed and heard 

- Document intentions clearly 

 

"How to Live Forever" Framework 

My book, How to Live Forever: A Guide to Writing the Final Chapter of Your Life Story, helps families have legacy conversations that prevent conflict. When people understand the why behind decisions, they're less likely to fight about the what. 

 

Why this matters: 

Inheritance disputes destroy families. Siblings who were close become estranged. Grandchildren lose relationships with aunts and uncles. The financial cost is high, but the relational cost is devastating. 

 

The conversations you're not having now will cost you later—in money, time, and relationships you can't get back. 

 

I help families have these conversations with courage, clarity, and compassion—so the legacy left behind is connection, not conflict.

 

PRACTICAL QUESTIONS 

 

1.  How much does mediation cost? 

 

Mediation investment: $250-300/hour Most mediations require 3-8 hours total, depending on complexity. This includes: 

- Pre-mediation consultations with each party 

- The mediation session(s) 

- Follow-up as needed 

 

Why mediation is cost-effective:

 

Compare to alternatives: 

- Litigation: Tens of thousands of dollars, months or years of time, relationships destroyed 

- Turnover: $56,000 average cost to replace one employee 

- Ongoing dysfunction: Lost productivity, health impacts, missed opportunities 

 

Mediation resolves issues in a fraction of the time and cost—while preserving relationships.

 

Payment options: 

- Parties can split costs 

- Organizations can cover as employee benefit 

- Some insurance plans cover mediation (check your policy) 

 

Conflict Coaching: $200-300/hour 

Most clients see results in 3-6 sessions. Single-session support also available. 

 

Organizational Training & Speaking: 

Custom pricing based on scope, audience size, and format. Contact me for a consultation: kim@bestconflictsolutions.com

 

2.  Is mediation confidential? 

Yes—with specific legal protections. 

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What confidentiality means: 

- What's said in mediation stays in mediation - I cannot be subpoenaed to testify about what happened in our sessions 

- You cannot use mediation discussions as evidence in court 

- Confidentiality creates the safety needed for honest conversation 

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The legal protection: As a court-listed mediator in Missouri and Tennessee, mediation sessions are protected by state law. This confidentiality is what allows people to speak freely without fear their words will be used against them later. 

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Exceptions (rare but important): 

Confidentiality has limits if:

 - There's imminent threat of harm to self or others 

- Child or elder abuse or neglect is disclosed 

- All parties agree to waive confidentiality 

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For workplace mediation: 

HR may receive a summary of outcomes ("agreement reached to adjust responsibilities") but not details of what was said in the session. 

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Bottom line: Mediation is one of the most confidential processes available for resolving disputes.

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3.  How do I get started? 

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Step 1: Contact Me - Email: kim@bestconflictsolutions.com 

- Website: bestconflictsolutions.com 

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Step 2: Free Consultation (15-20 minutes) We'll talk about:

 - What's happening and what you need 

- Whether mediation, coaching, or training is the best fit 

- How the process works 

- Next steps if you'd like to move forward 

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Step 3: We Create a Plan Based on your situation, we'll determine: 

- Timeline and format (virtual or in-person)

 - Who needs to be involved 

- What preparation would help No pressure. No judgment. Just clarity on your best way forward. --- 

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ABOUT WORKING WITH KIM 

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 What makes your approach different? 

I don't just resolve today's conflict—I teach you how to handle tomorrow's challenges. 

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Most conflict resolution focuses on fixing the immediate problem. That's important, but it's not enough. If you don't learn the skills, you'll need help again next time. 

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Here's what makes my approach unique: 

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I'm an ER Nurse Who Became a Mediator 

I spent decades in trauma and emergency medicine. I know what it's like to stay calm under extreme pressure, to make split-second decisions, to help people in crisis. That experience shapes how I approach conflict—with steadiness, empathy, and without judgment. 

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Like health, conflict can heal or harm depending on how we handle it.

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There Aren't "People Problems"—There Are Skills Gaps 

I don't believe you're broken or difficult. I believe you're a good person who hasn't been taught how to navigate conflict well. These are teachable skills—and when people learn them, everything changes. 

 

People Need to Feel Seen, Heard, Validated, and Valued Before They Can Problem-Solve

This isn't "soft skills" work—it's the foundation for real solutions. I build trust first, then guide people toward collaborative problem-solving. 

 

I Use Humor, Plain Language, and Stay Human 

No legal jargon. No making you feel small. I acknowledge that conflict is messy and hard, and I bring warmth and occasional wit to help people relax enough to do the difficult work. 

 

I'm Not Just a Mediator—I'm a Teacher 

Whether we're in mediation, coaching, or training, I'm always equipping you with tools. The goal is for you to leave our work together with skills you'll use for life. 

 

The conversations you're avoiding are costing you more than you realize.

 

Let me help you have them—with courage, clarity, and compassion.

 

Ready to take the next step? Contact Kim: - Email: kim@bestconflictsolutions.com - Website: bestconflictsolutions.com 

- LinkedIn: linkedin.com/in/kimberlybestmediator

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