Kim Faircloth: A seasoned professional with over 30 years of experience in conflict resolution coaching and mediation, leadership development, and executive coaching. As the owner of Integrated Conflict Solutions, LLC, she empowers individuals and organizations to effectively manage conflicts and enhance employee engagement. A certified coach and trained mediator, Dr. Faircloth has guided thousands in addressing workplace conflicts.

Her expertise spans roles such as ombudsman, workforce strategies consultant, and director of human resources. Drawing on her doctoral studies in conflict and mediation, she is a senior principal trainer and consultant at the Mediation Training Institute based in St. Petersburg, Florida. She continues to make significant contributions to the field, driven by her commitment to peacemaking and educating future HR professionals.

Dawn Bedlivy: A distinguished conflict resolution specialist with over three decades of experience. Her expertise encompasses leadership development, alternative dispute resolution, and conflict systems design. Ms. Bedlivy has successfully led teams and delivered consultation and training at prestigious venues. As an accomplished ombudsman, mediator, and organizational systems coach, she has applied her skills to spearhead an innovation ecosystem.

Demonstrating her commitment to education, Ms. Bedlivy serves as adjunct faculty at the University of Maryland Francis King Carey School of Law, where she educates future professionals in conflict resolution.

Key Takeaways:

• Normalize conflict as a natural driver of change, focusing on respectful dialogue and emotional regulation.
• Build trust through competence, confidence, consistency, and caring during conflict resolution.
• Use the HERE model—Honor, Explore, Reflect, Establish—to navigate conflict productively.
• Prioritize listening and understanding over immediate solutions to strengthen relationships across all cultures and settings.

“We're all a mess. Conflict is absolutely normal, and people are, for the most part, don't wake up looking for it.”

“The first thing that you think does not have to come out of your mouth.”

“If you don't have non-conformers on your team, then you have groupthink, and that is much worse than having respectful conversations.”

- Kim Faircloth

“Sometimes people will solve it themselves just by sitting there and letting it all come out.”

“We're respecting boundaries. It doesn't mean we're not going to have conflict, but we're channeling that conflict someplace productive.” 

- Dawn Bedlivy

Reach out to Kim Faircloth & Dawn Bedlivy at:

Website: https://conflictsparkschange.com/

LinkedIn: https://www.linkedin.com/company/conflict-sparks-change/about/

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