Blog
The Field of Grace in Restorative Mediations
... read moreThe 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!
... read moreThe 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.
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The notion of being two different people; one person at work and another at home, is outdated as organisations increasingly embrace the view that it is our very humanness and authenticity that really counts in the workforce.
... read moreTaking Sides (or Not).
The same experience was the high and low point of my legal career
... read moreHow do you know if you might offend someone?
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Such is the nature of Restorative Mediations
... read moreThe Risks of Speaking Up
The phrase ‘Disrupt HR’ (or being employed as a ‘Disruptor’) is becoming increasingly trendy these days. But what does this mean for you?
... read moreThe ultimate outcome is for inappropriate behaviour to stop
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.
... read moreWhen Team Building to Resolve Conflict is a Waste of Time & Money - Group Restorative Mediations
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’.
... read more"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?
... read moreFixing 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.
... read moreRecruiting 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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