A structured, confidential process for resolving partnership and leadership disputes without prolonged litigation.

Business conflict rarely begins as a legal issue. It begins as stalled decisions, repeated disagreements, unclear authority, or growing distrust. When internal conflict affects operations or leadership stability, delay rarely improves the situation.

Mediation provides a disciplined process to clarify issues, define points of disagreement, and develop a practical path forward. The goal is not to win. The goal is to stabilize the business and move forward deliberately.

Serving business leaders and organizations throughout Buffalo, Erie County, and Western New York.

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When Conflict Disrupts Operations

Business disputes often involve:

• Partner or ownership disagreements

• Leadership or governance conflicts

• Compensation or equity disputes

• Succession or transition planning breakdowns

• Internal decision-making deadlock

These issues affect continuity, leadership stability, and long-term direction.

Addressing them early, in a confidential setting, allows decision-makers to evaluate options before positions harden or outside processes take over.

Some disputes also involve intergenerational family dynamics. Learn more about Family Systems Mediation.

Why Mediation Before Litigation?

Litigation shifts decision-making authority to the court. It is public, time-consuming, and procedurally rigid. Even early legal action can narrow available outcomes.

Mediation keeps control with the parties. It allows business leaders to address financial, operational, and governance concerns directly, while maintaining confidentiality. Attorneys may remain involved, but the focus stays on resolution rather than procedural positioning.

For many business disputes, mediation serves as a disciplined step before or alongside formal legal action.

The Mediation Process

1. Consultation
   A preliminary discussion to assess suitability and scope.

2. Preparation
   Review of relevant documents and clarification of decision-making authority.

3. Joint Session(s)
   Facilitated discussion focused on defining issues and evaluating options.

4. Private Meetings (if needed)
   Separate conversations to clarify concerns or explore settlement structure.

5. Written Memorandum
   If agreement is reached, key terms are documented for review by counsel as appropriate.

Mediation works best when decision-makers are willing to engage directly in focused dialogue.

Neutral Facilitation for Complex Business Disputes

Complex workplace and partnership disputes require legal literacy, disciplined process design, and neutral facilitation capable of managing high-stakes disagreement.

The practice brings:

• Advanced academic training in conflict resolution

• Legal education and experience in financial and employment matters

• Defined procedural structure and clear boundaries

• Neutral facilitation of governance, ownership, and leadership disputes

• Experience addressing employee and executive conflict affecting workplace culture

The objective is to create a setting where business leaders address disagreement directly and reach informed decisions.

The mediator is neutral. Legal advice is not provided.

Fees

Business mediation is billed hourly.

Many matters resolve within one to several sessions, depending on complexity and number of participants. During consultation, scope, preparation needs, and anticipated time commitments are discussed in advance.

Fee structure and logistics are addressed transparently before engagement begins.

Schedule a Consultation

If you are evaluating how to address a business dispute in Buffalo or Western New York, a consultation is the appropriate first step.

The consultation allows you to:

• Clarify whether mediation is suitable

• Understand the process

• Discuss scope and expectations

Schedule a Confidential Consultation