We are human. Humans bring their passions and prejudices to work with them. At work we connect, bond, and align over personal career goals, business goals, and management expectations all while navigating interpersonal relationships and private emotional landscapes within the parameters of state and federal law — or we don’t. Workplace Solutions NW will help you manage the polarizing effects of conflict while bringing balance to your workplace interactions through training programs, investigations and employee relations. Workplace Solutions NW can help you get back on track with your organization’s goals while helping your employees bring their best selves to a work environment both enriching and meaningful.
Area of Expertise
Effective conflict resolution can help an organization build a collaborative work environment, help employees understand all viewpoints, and promote employee support of the solution. >More
Area of Expertise
Neutral Fact Finding
There are many reasons to delegate an internal workplace investigation to a third party, including a need for impartiality and the wish to avoid the appearance of conflict of interest. >More
Area of Expertise
Jill is a dynamic, informed, and engaging trainer, delivering solid content and professional expertise in a fun and interactive learning environment. People who attend her training sessions learn and have fun doing it! >More
Latest from Jill's Blog
Mindful Self Compassion (MSC) and the practice of law
I know a lot of lawyers will think, “Self-compassion? Isn’t that for weaklings?” It is precisely this thinking which makes our profession suffer so much. Thanks to a recent study by the ABA and Hazelden, we now have empirical evidence of how the stress of the legal profession affects us.
Wouldn’t it be great if the act of honing and refining your mental processes through higher education led to being free of the stress caused by our fight or flight reactions? Sadly, even lawyers are not free of the evolutionary biology of our speci…
Poor organizational culture part three: four ways to mitigate the contextual factors allowing bullying
In my last two posts, I talked about how bullying can occur and how we usually deal with it: as though it is an aberration in the workplace culture and, once we’ve found and eliminated the bully, the problem has been solved. But we know bullying occurs because of conditions which allow it to occur.
In Bullying in the 21st Century Global Organization: An Ethical Perspective, the authors describe the sources of bullying in global organizations as a combination of “nature” — the innate characteristics of the bully — and “nurture”…
Poor organizational culture part two: conflict, bullying or harassment?
Some bullying is obvious, some is subtle. Often, organizations want to know if there is legal risk when they are deciding to do something about a problem like bullying. Bullying at work can usually be grouped into certain types, such as threats to professional status or personal standing, isolation, over work and destabilization (meaning failing to give credit, meaningless tasks, removal of responsibility, repeated reminders of blunders, or being set up to fail). It can reach into illegal workplace harassment if the targets are only of a certai…
Our Clients Say It Best
If you need an experienced and independent investigator for tricky human resources investigations, Jill is a superb resource. Her background and training as a lawyer plus her experience in doing investigations makes her an excellent choice to ensure an investigation that will reach the right result and hold up in court if necessary. –Chrys A. Martin, Partner, Davis Wright Tremaine LLP
Jill’s approach to a complicated and polarizing issue effectively diffused the situation as she worked with stakeholders on all sides of the issue. Her efforts helped lead us to a mutually agreeable solution. –Debby Ray, Manager of Human Resources, Oregon Trail Electric Consumers Cooperative
Jill's calm and methodical approach to a messy problem at my nursery defused the situation and enabled us to reach the truth. I could not have conducted such a professional investigation without her experience. –Jeanette Hubbard, CEO, Oisinn Ltd.
If you find you need to conduct an investigation (or “work place investigation”) in your organization, hire an expert to help you. Jill Goldsmith brings a wealth of experience to the job and is thorough, efficient, and discreet. You'll get the results you need to move forward to put an issue to rest or be able to pursue it knowing you have the facts. I have hired and recommended Jill for several years and consider her the best in town.–Janice Deardorff, Retired Human Resources Director