Felicia Harris Hoss
Distinguished Commercial Mediator and AAA Arbitrator, Advancing Early Dispute Resolution in Complex Business Matters
Sample Podcast Questions for Felicia Harris Hoss
- 1
You’ve said that less than one percent of lawsuits go to trial—how did that statistic change the way you think about what “resolution” really is for clients?
- 2
Can you walk us through what an “early dispute resolution” process actually looks like in practice, from first contact to a concrete plan?
- 3
You pivoted from a courtroom-focused practice to a neutrals practice during COVID—what did that shift teach you about how businesses really want to handle conflict now?
- 4
From your years as a trial lawyer, what patterns did you see in how disputes drained time, attention, and market position long before any verdict was in sight?
- 5
You helped write the report behind ABA Resolution 500—what does that resolution ask lawyers and clients to do differently, and why does that matter?
- 6
How can general counsel and in-house teams build early mediation or EDR into their playbooks without weakening their position or alarming internal stakeholders?
- 7
In employment and workplace disputes, where do you see early mediation providing the most value—for executives, for employees, and for the wider culture of the organisation?
- 8
For founder-led or closely held companies, what makes partnership or ownership disputes such a good fit for early, structured intervention rather than waiting for litigation to run its course?
- 9
You often describe EDR as a “bespoke” alternative to the default litigation path—what does a bespoke process look like compared with the standard court timetable?
- 10
Looking ahead, with the AAA exploring early mediation panels and the ABA’s policy shift, where do you see dispute resolution heading over the next decade for businesses and government entities?
Latest episodes
Key topics
Why early structure helps lawyers stay in control of a case
Felicia has seen how slowly legal teams adopt new processes, even when those processes can make their work more efficient, predictable and attractive to clients. She positions EDR as a way for lawyers to get to the heart of a dispute earlier-by clarifying issues, decision authority, and key information long before the usual milestones. With decades of commercial litigation experience behind her, she explains how early structure helps counsel evaluate and manage risk, maintain control over strategy, and avoid the long stretches of uncertainty that come with waiting for a trial setting that may never arrive. For lawyers, EDR isn’t about doing less-it’s about doing the right work sooner and winning clients along the way.
How early mediation protects culture, privacy, and resources in employment disputes.
Employment conflicts sit at the intersection of policy, emotion, and risk. Felicia explains how early mediation helps employers and employees address concerns before they escalate into formal claims, public exposure, or broken working relationships. She outlines how HR can integrate early neutral conversations into their playbooks, creating a path that respects dignity while reducing legal and reputational stakes.
Why partnership and ownership disputes need clarity before they need litigation.
In founder-led or closely held businesses, disputes often combine personal history with financial pressure. Felicia explains how early mediation separates the emotional from the operational, helping partners articulate goals, recalibrate roles, or plan exits without destabilizing the company and personal reputations. Her approach gives owners the structure, confidentiality, and timeline they need to protect both the business and the relationships that sustain it.
View all topics →
Latest episodes
Key topics
Why early structure helps lawyers stay in control of a case
Felicia has seen how slowly legal teams adopt new processes, even when those processes can make their work more efficient, predictable and attractive to clients. She positions EDR as a way for lawyers to get to the heart of a dispute earlier-by clarifying issues, decision authority, and key information long before the usual milestones. With decades of commercial litigation experience behind her, she explains how early structure helps counsel evaluate and manage risk, maintain control over strategy, and avoid the long stretches of uncertainty that come with waiting for a trial setting that may never arrive. For lawyers, EDR isn’t about doing less-it’s about doing the right work sooner and winning clients along the way.
How early mediation protects culture, privacy, and resources in employment disputes.
Employment conflicts sit at the intersection of policy, emotion, and risk. Felicia explains how early mediation helps employers and employees address concerns before they escalate into formal claims, public exposure, or broken working relationships. She outlines how HR can integrate early neutral conversations into their playbooks, creating a path that respects dignity while reducing legal and reputational stakes.
Why partnership and ownership disputes need clarity before they need litigation.
In founder-led or closely held businesses, disputes often combine personal history with financial pressure. Felicia explains how early mediation separates the emotional from the operational, helping partners articulate goals, recalibrate roles, or plan exits without destabilizing the company and personal reputations. Her approach gives owners the structure, confidentiality, and timeline they need to protect both the business and the relationships that sustain it.
View all topics →