Felicia Harris Hoss
Distinguished Commercial Mediator and AAA Arbitrator, Advancing Early Dispute Resolution in Complex Business Matters
Felicia Harris Hoss Key Topics
Why litigation momentum pushes companies further than they need to go
Most leaders assume litigation is inevitable once a conflict starts. Felicia reframes the issue: fewer than one percent of cases ever reach trial, yet companies pour time and money into a process that rarely delivers clarity resolution early. Drawing on decades of litigation and mediation experience, she explains how early evaluation, structured dialogue, and targeted information exchange give businesses faster insight into risk and value-so decisions aren’t driven by fear or momentum, but by understanding and strategy.
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.
What ABA Resolution 500 signals about the future of dispute resolution in America.
Felicia authored the report supporting the ABA’s unanimous adoption of Resolution 500, which encourages lawyers and their clients to voluntarily and knowingly consider early mediation and structured early evaluation as part of standard practice. She explores the broader implication: a shift from reactive, adversarial processes toward informed decision-making earlier in the dispute cycle. She discusses how agencies, courts, and institutions can adopt these principles in ways that increase fairness, efficiency, and public trust.
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.
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.
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 →