Mediation

What is it?

Mediation usually involves parties in a dispute who have not been able to reach agreement themselves.

A mediator is a neutral and independent person who facilitates a confidential structured process for parties to discuss the dispute and negotiate an agreement. There may or may not be ongoing relationships between the parties.

Mediation is a voluntary process that requires parties come in good faith with a desire to resolve the dispute. It is a cost effective and efficient way to resolve disputes.

Why choose mediation?

• Helps people to make the best decisions for themselves that meet their needs and concerns 

• Assists parties to understand each other’s perspectives 

• Helps people maintain and/or improve relationships

• Allows creative problem solving 

• Can meet peoples’ needs to feel heard and acknowledged which often assists parties to move forward 

• Confidential – both the discussions at mediation and the outcome

• Cost effective – cheaper than arbitration or litigation.  

• Can be scheduled and completed quickly

How it works

Restorative Workplace Meetings

What are they?

A facilitated process with a focus on repairing harm and relationships

Conflict in the workplace between employees, colleagues, and management is a major cause of stress and decreased employee productivity.  When conflict is not resolved early it can have a serious impact on employee wellbeing.  It may also result in a complaint or grievance. Employers may need some assistance to deal with these difficult situations either before they escalate into a formal process or after a formal process has taken place.      

Often workplace conflict causes emotional harm and relationships are damaged.  In these circumstances, a restorative approach can be helpful.  A restorative approach (based on the principles of restorative justice), addresses the impacts of the harm caused and seeks to repair and/or improve relationships.  A restorative workplace meeting focuses on repairing harm, restoring relationships and encourages people to take responsibility for their actions, alongside understanding and collaborative problem solving. 

When might they be useful?

• Communication difficulties/differences and interpersonal issues

• Performance issues

• Management style and expectations

• Bullying, discrimination, and other challenging behaviours

• To address low team morale

• To create a positive team culture based on organisational or agreed values.

Case study

Jade and Sally worked as project managers in a large organisation. They disagreed about a project plan and had a heated exchange during a team meeting. Communication between them had become strained and Jade had taken a period of leave due to the stress it had caused. The wider project team had started to form allegiances and rumours in the team about the conflict were rife. Jade and Sally’s manager had attempted to help them talk through their issues but it had not gone well. A HR representative approached me to discuss the possibility of a restorative meeting. I spoke with the HR representative and the manager to determine what outcome was sought and to explain the importance of their role in a restorative meeting as representatives of the organisation. 

I had separate and confidential meetings with Jade and Sally, to which Jade brought her union representative, and Sally brought her partner.  I helped each party prepare for the restorative workplace meeting by identifying the main issues, the impacts of the conflict, and what repairing harm and a successful outcome might look like. 

I then facilitated a restorative workplace meeting with Jade and her union representative, Sally and her partner, their manager, and the HR representative. The discussion focussed on the impacts of the parties’ behaviour, assumptions made, understanding each other’s perspectives, and acknowledging the harm done. They then talked about how to repair the harm and move forward.

Sally and Jade agreed on ways they could work together in the future that included communicating differently, and involving their manager if they faced further difficulties. They also agreed on what to say to the wider team about the situation. We wrote these up as an agreement. Jade felt comfortable to return to work after the meeting. Following the meeting, the Manager and the HR representative were able to monitor the agreements reached between Sally and Jade. Wider team meetings were later held to help shape a positive team culture and agree ways of working according to organisational values.

Conflict Coaching

Conflict coaching involves a coach working confidentially with an individual to think about their approaches to conflict, build skills to prevent, manage, and resolve conflict productively.

Conflict coaching can be used as a stand alone process or prior to mediation.

How it works

I will meet with you individually and confidentially. We will discuss your approaches to and experience of conflict and I will work with you to build skills to prevent, manage and resolve conflict productively. 

You may seek coaching in relation to a specific conflict or more generally. 

Our meetings will generally be around 1 hour per session and you may choose 1 or more sessions depending on your particular needs.  

Professional Supervision

The aim of supervision is to ensure ethical and safe practice, improve practice and well-being of the supervisee.

Professional Supervision is a confidential working relationship between a supervisor and a supervisee that enables the supervisee to reflect on their work practice with the supervisor.

Many organisations in the helping professions require their employees to undertake regular professional supervision. My expertise is particularly in supervising mediators and others in similar roles.

How it works

We will establish a working relationship in which you are supported to discuss and reflect on your work practice. 

You as supervisee will review and evaluate your work through discussion.  Supervision aims to use self-reflection as a way of improving practice, continuing learning and supporting the well-being and growth of the supervisee.

I currently supervise mediators and lawyers and people working in the helping professions. 

Supervision sessions usually take place monthly and last for one hour. They can be conducted over the phone, online or face to face.