conflict resolution and mediation

The benefits of resolving workplace conflicts can increase performance, productivity and motivation. It can maintain employee retention by reducing stress, absenteeism and presenteeism.

Anchored For Life provides intentional, preventative and responsive workplace support to address conflict damaging team harmony, staff morale and productivity.

Conflict Coaching

Coaching provides the opportunity for clients to develop competence and confidence in their conflict management skills.

Conflict coaching is a service provided by a conflict specialist to a person who is, or may in the future be, involved in conflict. Conflict coaching may be used as preparation for, or independently from, mediation. Interpersonal conflict in the workplace can have serious and damaging consequences for the individuals involved and for the organisation as a whole. Workplace conflict coaching is a powerful strategy to provide staff with the support and skills they need to effectively resolve conflict.

It is a structured process that supports clients to work towards effectively managing their own conflict in the future. It is similar to counselling in that it is a one-on-one support service; however, it is not therapy. Rather, it provides a very practical method for clients to analyse their conflict, to consider the impact that it is having on their personal and/or working life, and to make informed choices about how to manage that conflict constructively in the future.

There are a range of potential outcomes and benefits of conflict coaching. Clients report great value in having an independent support person to discuss their conflict situation with. They frequently develop a deeper understanding of the situation from both their own and others’ perspectives. This also tends to promote better communication between the client and other people.

Group Conferencing

Group Conferencing is a problem-solving methodology where the facilitator encourages a conversation between all the members of a group.

Group Conferencing (focusing on an issue of common concern) are planned and facilitated meetings.  When these meetings are prepared and facilitated effectively, they can address the concerns common to all participants by transforming conflict to cooperation.

Group conferencing can enhance communication over multiple levels. The success of this approach is based on choosing the appropriate meeting structure and sequence, and the facilitator’s use of appropriate techniques to support each individual participant to share their unique experiences so that the group together, are able to produce a set of scenes that make up “a collective picture” of their experience

The power of the Group Conference to address issues of common concern originates from lessons previously learned.

A curated group conferencing process provides a framework to translate lessons of the past into a prioritised list of issues facing a workplace group, leading to a strategic action plan.

Simon Howden

Group Conferencing has a clear structure which is relatively easy to facilitate, and it assists participants to address people with an issue of common concern. Therefore, is an ideal methodology to be utilised when complexity or conflict within a team may be present.

Conflict Resolution and Mediation

Research substantiates that mediation increases workplace communication, team functioning and effectiveness. It can enhance the development of conflict resolution skills in teams, equipping individual leaders, managers and staff.

Conflict resolution is the process by which two or more parties engaged in a disagreement or dispute work towards resolving it. A number of skills are needed to resolve conflicts in the workplace effectively. Sometimes employees have disagreements and differences of opinions which, if not managed, can escalate into interpersonal conflict. Therefore, it maybe imperative to intervene to assist in maintaining a positive culture.

A situation which is causing conflict between two employees, does not just affect them. It affects everyone around them and can change the atmosphere very quickly for everyone involved. Other employees may feel like they are walking on eggshells in the presence of both parties. 

Mediation looks to arrive at a solution through an agreement between both parties, rather than through investigation, hearing or formal decision. The mediator helps empower the employees to come up with their own agreement on a clear and informed basis.

Mediation should be a voluntary process.

%d bloggers like this: