PowerPoint Presentation
When is workplace mediation needed?
Im Catherine Gillespie, Managing Director of Workplace Conflict
Resolution. Im a Nationally Accredited Advanced Mediator and Senior
Experienced Workplace Investigator. In this video presentation Id
like to share with you some of my insights for when I believe
workplace mediation is needed.
1
The majority of workplace conflict is interpersonal conflict
arising from miscommunication, misunderstanding and inappropriate
behaviours.
The majority of workplace conflict is interpersonal conflict
arising from miscommunication, misunderstanding and inappropriate
behaviours. In some cases, but not all, workplace mediation may be
required to resolve the conflict.There will always be some type of
conflict in the workplace because our communication skills are not
always effective and constructive, we tend to misunderstand each
others actions and intentions and sometimes behaviours are not
appropriate for the workplace. 2
Constructive relationships enhance constructive resolution
However, not all conflict requires mediation to be resolved.
Where two parties have previously had a reasonably strong workplace
relationship built on positive interactions, the sharing of both
personal and professional information and a good level of
understanding and trust in each other, they can usually quickly
address the misunderstanding by themselves and resolve the conflict
effectively and early.
3
When you allow your emotions to dictate your resolution
style
But not all workplace conflict can be so easily and quickly
addressed. This is usually when two or more people have not enjoyed
a good workplace relationship in the past and dont have
professional respect for each other. In these situations, these
people allow their emotions to dictate their actions and at least
one or both of the people will escalate the conflict sometimes into
very public displays of inappropriate behaviour or deny that the
conflict exists which escalates the behaviour in different
ways.
Either way, their actions identify that they have removed
themselves from the responsibility to resolve the conflict and they
want to rely on a third person to do so for them. This is precisely
when workplace mediation is required. A third person is required to
help these two people communicate effectively with each other
without the emotion involved.
4
Unresolved conflict creates negative outcomes
Unfortunately, if an internal person is appointed as the
mediator they may not have an interest in resolving somebody elses
issues or perhaps they dont have the skills or time to do so. They
may not see the resolution of the conflict as necessary or urgent
and usually it is hoped that the people will eventually work it out
for themselves or the matter might just disappear and no longer be
an issue.
But we all know that unresolved conflict creates distress not
only for the people directly involved but for their colleagues and
managers too. Trust erodes quickly, individual and team
productivity decreases, gossip and ill will increases, patterns of
absenteeism become noticeable and the risk of a bullying or workers
compensation claim becomes a reality.
5
Complex conflict situations require an understanding of
neuroscience
Where conflict has been left unresolved, or there is a power
imbalance between the parties, or one or more parties display
aggressive or difficult behaviours, mediation should occur but with
an externally appointed, accredited mediator. This is because the
conflict situation has become very complex. Not only are there
aspects of fact that have been misinterpreted but there is also a
lack of trust. An external, advanced, accredited mediator should
have a good understanding of neuroscience in how to help the
parties develop past their entrenched positions and the mediator
should be skilled at managing the multiple complexities of the
situation.
6
MediationInvestigations
Training
If you need to engage an external, accredited mediator here is
how you can contact us.
7
