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Regular blogs related to mediation, conflict or other workplace issues. To subscribe to ensure that you don’t miss one, please subscribe to our newsletter.

 


Mindfulness and Mediation Part 1

October 21st, 2015

I have been becoming increasingly interested in mindfulness recently. This comes from a number of sources. Firstly, it is difficult to pick up a newspaper or read any HR press without there being some reference to it’s positive impact on employees and the number of books and… Read more »

Conflict Resolution; A Mug’s Game?

June 26th, 2015

At my recent book launch party I demonstrated some conflict resolution skills and principles using a somewhat hammed up and seemingly trivial dispute around one colleague (Ethel) being upset by another colleague (Martin) using her mug. This got me thinking about the link between conflict resolution and… Read more »

CIPD Research on Causes and Approaches to Workplace Conflict.

April 8th, 2015

CIPD reports highlight the pivotal role of line managers.  Recent CIPD research confirms that conflict is a common feature at work, that the role of line managers is pivotal and that employers are making increased use of mediation and other forms of dispute resolution. Details are summarised below together… Read more »

A Time for Reflection

January 5th, 2015

New year is a good time for both reflection and resolution. This year I have not made any resolutions but I have spent some of my down time reflecting on how both I and my  business have grown and developed over the past four years. Reflection is very important in the work that… Read more »

Neutral Assessment: another conflict resolution option

July 24th, 2014

Neutral Assessment is a valuable and effective alternative in certain conflict situations; combining some of the advantages of an investigation and a mediation. Neutral Assessment is particularly useful where there are complex HR issues that need to be explored, for example where there are large group conflicts… Read more »

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Testimonial

Using the neutral assessment as a tool to really understand the issues in particular areas of our organisation has been really powerful.  Non- judgmental and transparent this approach allowed us to work with our staff to address concerns, celebrate what was working and move forward in a structured way.  Listening and acting on the results have made a huge difference and impacted on performance, retention and engagement levels.

Angela Lewis, Director of People Transformation, Companies House | Director of People Transformation

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Featured Case Studies

Bullying and harassment – Manufacturing

Many mediation cases involve allegations of bullying, harassment or discrimination. Mediation allows these issues to be aired in a safe environment, enabling individuals to “deal with the elephant in the room”.

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