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With increasing commercial pressure on all employers and rising levels of conflict at work using effective solutions to disputes has never been more important. The traditional formal or legal processes are costly and damaging to individuals and organisations alike. As a result more and more employers are using workplace mediation as an effective, positive and economical way of enabling people to resolve their own conflicts without recourse to formal, adversarial and expensive procedures.
If you have answered yes to any of the above questions then mediation may well be a solution. For further details of what mediation is and the mediation process click here.
Unresolved conflict is a huge cost to businesses. Statistics show that Managers spend 24% of their time dealing with conflict. If this time could be significantly reduced just imagine the consequential saving and increase in productivity that could be achieved.
Unresolved conflict leads to:-
Workplace mediation offers a win-win solution. It works, it’s quick, it’s inexpensive, it empowers people and it maintains relationships. The power of mediation lies in the fact that it is the parties themselves that keep control and they are the ones that arrive at the solution with the mediator guiding and managing the process.
Most mediations can be concluded in one day with a high success rate. Mediation can be used for individual as well as team / group conflicts. In the vast majority of cases some sort of agreement is reached at the end of a mediation session but even when this is not possible, our experience is that the process results in learning for those involved.
All of our independent mediators are highly experienced having conducted workplace mediations in many situations and contexts. We have experience of conducting mediations for individuals as well as groups in both large and small organisations in a variety of different sectors including public, private, third sector and not-for-profit organisations. We have also implemented in-house mediation schemes and we can provide individual mediator and expert support as part of these schemes. Our expert mediators can be found here.
Where it is not possible to obtain the agreement of both parties to mediate, conflict coaching can be an alternative to support either one or both parties. It can also be used as additional support to prepare individuals for mediation or post the mediation to provide on-going support.
Conflict coaching can be used to support individuals in:-
Fact Sheet – Guide to Conflict Coaching
With our considerable combined experience of working as mediators and conflict coaches we are ideally placed to share our knowledge and experience with others to provide supervision and support in continuous professional development. This can apply equally to experienced mediators who may be working on their own or those who are either newly trained or building up their experience.
We provide support for organisations in a number of ways;-
What our clients say about us: – testimonials
To appoint one of our independent mediators or to speak to us about developing your own in-house mediation scheme or bespoke in-house conflict resolution skills training please contact us.
Expert in: Mediation Services Conflict Training Workplace Investigations Supporting Organisations Conflict Coaching
A background in HR and employment law combined with extensive mediation and complex workplace investigations experience.
Expert in: Mediation Services Conflict Training Workplace Investigations
An accredited mediator with a background in employment law and senior management experience.
Expert in: Mediation Services Supporting Organisations
John started mediating in 1996 and created Mediation at Work in 2000. John is passionate about supporting organisations to become conflict positive.
Expert in: Mediation Services Conflict Training
An accredited mediator with over 25 years' experience of delivering mediation services and mediation training.
Expert in: Mediation Services Workplace Investigations
Sarah is an accredited workplace and employment mediator with a background in employment law.
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Hayley’s report was very professional, it dealt with all the issues raised and was particularly thorough. She had clearly taken 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 |
I find it really hard to believe that it is 10 years since I took a leap of faith and left my secure position as a… Read more »
The need for investing in early and informal conflict resolution has never been greater. I have said many times before that employers should adopt a strategic… 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.