CIPD in Wales Awards 2024 Best Learning and Development Initiative
We had a fabulous evening at the CIPD in Wales awards on Friday! We wined, we dined and we danced the night away. It was fantastic… Read more »
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The confidentially of mediation provides a safe environment to have a frank conversation which can explain the impact of conduct, clarify misunderstanding and assumptions and discuss what needs to change. This provides a real opportunity for learning and increased understanding. It is wonderful when you see the light bulb moments happening!
One recent example was a mediation involving potential age and disability discrimination between a junior member of staff and their manager. The process allowed each to fully explain their respective viewpoints. It was clarified that there was no intention to discriminate and it was accepted that the conduct concerned was intended to be supportive. It became clear that the manager had made assumptions on how to support the individual based on their experience of dealing with similar disabilities rather than clarifying and agreeing how support should be provided to the employee individually. Essentially, it was clarified that the support that would benefit the individual was to request support as and when it was needed rather than in a way that the employee felt highlighted the disability in front of others.
Once again this highlights the danger of making assumptions and not having a necessary conversation to find out the other person’s point of view. The parties were able to resolve the issues in a very positive way and have resumed a supportive working relationship without the delay and further damage that a formal process inevitably brings with it.
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The report was very professional, it dealt with all the issues raised and was particularly thorough. It clearly took the time to fully understand all of the issues and background. It was complex but the report really helped to break it down and I’m hoping we can progress in a positive manner following the recommendations.
Group HR Manager, Energy Sector |
We had a fabulous evening at the CIPD in Wales awards on Friday! We wined, we dined and we danced the night away. It was fantastic… Read more »
3 new members of the Resolution at Work team have recently become certified in the fantastic Conflict Dynamics Profile model for conflict coaching, and we have… Read more »
It is not uncommon for conflict to arise between different teams. This can have considerable impact on both individuals and performance. A number of approaches can be used in this sort of scenario, including neutral assessment, team facilitation and group mediation.
Agreement could not be reached to enter into mediation in this situation and therefore coaching was an alternative support provided to one of the parties. The relationship between a majority shareholder and a shareholder/director was causing conflict. The relationship would be ok at times but disagreements would flare up from time to time and this was beginning to impact on the business.