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 more
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.
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The notion of being two different people; one person at work and another at home, is outdated as organisations increasingly embrace the view that it is our very humanness and authenticity that really counts in the workforce....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 more
The same experience was the high and low point of my legal career... read more
The phrase ‘Disrupt HR’ (or being employed as a ‘Disruptor’) is becoming increasingly trendy these days. But what does this mean for you?... read more
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 more
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
"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 more
'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 more
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).... read more