What
we do...
conflict and mediation
Our coaching and training work often unwittingly uncovers conflicted relationships, some of which have been hostile or blocked for many months, even years. This has often cost all stakeholders dearly: in emotional, physical and financial ways.
The cost of conflict in organisations can be vast not only in financial terms but also the impact on teams and individuals who may be involved. The time involved in resolving issues, particularly those that start to include formal processes such as tribunals, grievance procedures and disciplinary, can be huge.The cost of individual employment conflicts was estimated to total £410 million annually (The Gibbons Review, 2007:7).
Often conflict is resolved and managed at local level but when communication becomes tricky or breaks down, disputes occur and relationships become damaged. Mediation can be a way to unblock these seemingly intractable situations, offering willing parties an opportunity to talk and be understood in a safe, non-judgemental space, and to co-create an action plan for moving forward.
Using a mediator can help to move employees from entrenched positions to understanding, working toward a constructive agreement and resolution.
The cost of conflict in organisations can be vast not only in financial terms but also the impact on teams and individuals who may be involved. The time involved in resolving issues, particularly those that start to include formal processes such as tribunals, grievance procedures and disciplinary, can be huge.The cost of individual employment conflicts was estimated to total £410 million annually (The Gibbons Review, 2007:7).
Often conflict is resolved and managed at local level but when communication becomes tricky or breaks down, disputes occur and relationships become damaged. Mediation can be a way to unblock these seemingly intractable situations, offering willing parties an opportunity to talk and be understood in a safe, non-judgemental space, and to co-create an action plan for moving forward.
Using a mediator can help to move employees from entrenched positions to understanding, working toward a constructive agreement and resolution.
For more information call us on 020 7503 1400 or email
Mediation
Managing Conflict Assertively
What is mediation?
- Future focused - concerned with how things will be from now on
- Optional - parties can withdraw from the process at any stage
- Quick and cost-effective - one meeting is often enough
- Confidential - information shared is not disclosed to anyone
- Empowering - the parties retain control of the outcome
“Mediation is where an impartial third party, the mediator, helps two or more people in dispute to attempt to reach an agreement. Any agreement comes from those in dispute, not from the mediator. The mediator is not there to judge, to say one person is right and the other wrong, or to tell those involved in the mediation what they should do. The mediator is in charge of the process of seeking to resolve the problem but not the outcome." CIPD: Mediation, an Employers Guide.
What kind of disputes?
Usually involve complex issues such as disciplinary, grievance, harassment, allegations of bulling or harassment
How long does it take?
Most issues are resolved successfully within one day