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This 5-day programme covers all aspects of the learning required to start practising as a workplace mediator. The training can be provided in-house as part of setting up an in-house mediation scheme. Ideal delegate numbers are between 6-12 delegates.
The programme is accredited with OCN London. You receive an OCN London credit certificate for your achievements. You will also receive Resolution at Work’s Certificate in Workplace Mediation. Successful participants will gain awards of credits for units one and two. Each unit carries three credits at level three.
The programme includes 40 hours of contact time and around 20 hours of private study time.
By the end of the programme learners will be able to:
Additionally, participants will have had the opportunity to develop skills and techniques that will have applications in all aspects of their work.
Two trainers will work with the group throughout the programme and the maximum group size will be 12. Both trainers are practising mediators with experience of leading this programme in a variety of settings.
If you are interested in discussing an in-house course then please contact Dionne Dury via the contact page.
£1,500 plus VAT per delegate.
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From my perspective the whole process has gone very smoothly, from my initial call with Alison through to Sarah your office manager completing our new supplier paperwork and of course John for being proactive in contacting me. Both [redacted] and [redacted] have also asked me to pass on their thanks to you, [redacted] also mentioned he was very impressed with the service that has been provided.
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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.
This case involved post conflict support. The employee concerned had been struggling to manage a conflict situation that had arisen within his team. He did not feel that he was getting support from his manager, felt that he was the "fall guy" for delays in a particular project and relationships were breaking down. The employee had been moved to a different team with a new line manager who was more supportive and was working on different projects. However there was still an adverse impact on the employees health, well-being and confidence.