Workplace Mediation Articles
“Hey Mick, what are you doing hammering on that boulder?” To which Michelangelo responded, “There’s an angel inside and I’m trying to let it out!”
The C-suite, the Board, senior management – call it what you will, those at the top of an organisation are as prone to conflict as the rest of us. But even more than the staff base, senior management are reluctant to use mediation.
It seems lately everyone is trying to classify disputes. Well, never let it be said that I wasn't one for jumping on the bandwagon.
Workplace bullying is a growing international problem. It is more than a one-time incident. It is a pattern of behavior between a bully and another worker which can demoralize, isolate and trigger illness in the target of the bully.
One of the most common illusions that new coaching clients have is that by working with me they can somehow find tricks or techniques to convince the other person to think and behave differently.
Disabled people are significantly more likely to experience unfair treatment at work than non-disabled people.
When employment relationships take a turn, there can often feel like there is no way back. However, mediation can be a powerful tool in rehabilitating working relationships.
I used to get into small verbal arguments with other members using the machines, partly out of my own impatience, and partly because they were violating the rules of courteous use.
Michael Z. Green (Texas A&M) recently spoke on “Civility and Mediation as Workplace Responses to Conscious Disregard of Racially-Biased Behaviors.” Like this title, Michael’s talk was provocative, stuffed with information, and at once idealistic and critical.
This video produced by CMP Resolutions quickly describes a sample grievance process.
The stress of conflict has ramifications we’re only just beginning to understand: We can apparently “catch” someone else’s stress physiologically.
When an organization is looking for someone to help them with persistent conflict or antagonistic patterns of interaction between people at work, the need for love isn’t likely to come first to mind.
It seems there might be some confusion about the differences between discussion and dialogue, and between mediation and facilitation, so let’s try to clarify the different goals of each process, because they each require different skills and tactics.
One might assume that using a “planned early dispute resolution” (PEDR) system should be a “no-brainer” for businesses that regularly litigate because litigation-as-usual undermines so very many business interests.
Millions of men and women of all ages, ethnic, and racial backgrounds all
across the U.S. hate going to work, gradually fall into despair and often
become gravely ill. Some flee from jobs they used to love, others endure
the situation unable to figure a way out.
(2/29/16)Stanford School of Business
This is an instructional video produced by the Stanford School of Business. It covers the process of negotiation by Joel Peterson.
Meeting Facilitation & Group Facilitation is an effective video with good facilitation skills & facilitation training. Michael Tipper shares tips for facilitating meetings & workshops.
Unresolved conflict in the workplace draws significant amount of time and energy away from the task at hand. It can negatively impact employees, customers and friends and family members. This webinar will help you identify and manage conflict as an opportunity to improve and innovate and not stagnate personally and professionally.
Does your team embrace conflict as a way to "iron out" differences and come to a great solution or do they stick their heads in the sand and hope everything will just go away? Video by the Omnia Group.
Last week I wrote about how words can become redefined, or new words developed to address new situations or the need for new terms. The example I used was “otherize,” the act of defining someone as not a member of our own group and therefore, open to suspicion and perhaps to unjust treatment.
One of the big issues that creates conflict at work and interferes with harmonious relationships, is many people’s inability to acknowledge their own mistakes.
Most people accept that life can be busy and difficult, and much of the time people cope with stress at work or with stress in their private lives. But there are very few who can cope with both at the same time – and the signs will be there if you look for them.
If you can’t negotiate, you can’t be a successful entrepreneur.
Shoulds and expectations are a big source of conflict.
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Before you start implementing a grievance or disciplinary process, be aware of the three possible points of quality failure before you start.