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The Survey Results are in! The Impact of Restorative Mediations

The Survey Results are in!  The Impact of Restorative Mediations

As a result of attending and presenting at recent conferences, I have been encouraged to quantify the impact of my Restorative Mediations. 

Uncut and anonymous feedback is so incredibly valuable.  The data has provided me invaluable quantitative and qualitative feedback necessary to finetune and develop my restorative mediation model further to ensure I meet and exceed client and participant expectations in resolving workplace conflict. 

Thank you to all clients and participants who completed the survey and continue to support my work!

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( Posted in: Workplace Mediations )

The Art of Possibility in Restorative Mediations

The Art of Possibility in Restorative Mediations

I'm often asked to conduct a restorative mediation after a formal complaint has been lodged and the organisation elects to mediate, rather than investigate.

Stepping into the fray of anger and bitterness created by formal complaints and finding a path to reconciliation is not for the fainthearted.

The transition from blame to relief involves the Art of Possibility in Restorative Mediations.

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( Posted in: Workplace Mediations )

Authenticity at work - Our humanness in the workplace

Authenticity at work - Our humanness in the workplace

In a restorative mediation process, people will often describe some of the challenges they have recently faced in their personal lives. They then might explain to me that they don’t let who they are at home affect who they are at work.

The notion of being two different people; one person at work and another at home, is outdated as organisations increasingly embrace the view that it is our very humanness and authenticity that really counts in the workforce.

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( Posted in: Workplace Mediations )

Taking Sides (or Not).

Taking Sides (or Not).

The same experience was the high and low point of my legal career

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( Posted in: Workplace Mediations )

How do you know if you might offend someone?

How do you know if you might offend someone?

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( Posted in: HR Consulting )

A Context for Providing Feedback

A Context for Providing Feedback

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( Posted in: HR Consulting )

Is Conflict Enjoyable?

Is Conflict Enjoyable?

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( Posted in: Workplace Mediations )

The Risks of Speaking Up

Elephant in the room being ignored

The phrase ‘Disrupt HR’ (or being employed as a ‘Disruptor’) is becoming increasingly trendy these days. But what does this mean for you?

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( Posted in: HR Consulting )

The ultimate outcome is for inappropriate behaviour to stop

I don't want you to do anything about it

I am often approached by HR Managers when a conflict has arisen between staff and the complainant initially indicated that he/she did not want to do anything about it. 

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( Posted in: Workplace Mediations )

When Team Building to Resolve Conflict is a Waste of Time & Money - Group Restorative Mediations

silhouette of team in blue

I am often approached by new clients who wish to engage me for a ‘Team-Building’ related process. Again and again I have observed that when there is a history of conflict between staff, a single team-building activity at best provides only superficial ‘band-aids’.

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( Posted in: Workplace Mediations )

"We do not see things as they are, we see things as we are"

"We do not see things as they are, we see things as we are"

"When you did this, I felt that...."  Does laboriously trying to get the other person to hear our story deeply dissolve workplace conflict and build trust and respect?

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( Posted in: Workplace Mediations )

Fixing a Fragmented Team - Group Restorative Mediations

Fixing a Fragmented Team - Group Restorative Mediations

'Ringleaders' drive the division. Others polarise and hide behind them. Some perpetuate the conflict through either overt or covert negativity and gossip. Others withdraw and shut down due to a sense of helplessness or overwhelm.

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( Posted in: Workplace Mediations )

Recruiting and Interviewing - What's Really Going On!

Recruiting and Interviewing - What's Really Going On!

A 60 minute interview is a very short amount of time in which to determine whether a prospective applicant for a position in your business will work out. Even the best written covering letters, resumes, elaborate selection criteria and behavioural-based interview questions cannot accurately predict a successful recruit in the long term. (The real test is once they have started in the new role and the probationary period becomes critical).

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( Posted in: HR Consulting )