Implementing Pro-active Systems for Prevention and Early Conflict or Dispute Resolution

The Number One Temptation in the ‘Mediator Role’ and Six Reasons Why Not to Succumb!

There you are, calm, level headed, objective. You’ve helpfully offered to mediate between two employees who’ve clashed. They are at the initial ‘story telling’ stage and you sit composed, with your impartial and non-judgmental hat on. You are patient, attentive, doing the rapport thing… nodding, kindly eye contact, open body posture and empathic ‘hmms’ at…

Which way do you see it? How to improve perspective-taking in negotiations or ‘difficult’ conversation

Here’s a question: what key skill will improve the outcomes of all types of negotiation whether you are buying a car or trying to sort a contentious issue at work? You might think it’s getting all your arguments clear and well-rehearsed and then sticking hard by them. Yes, it’s good to be clear on your…

Don’t battle over positions – just get to the heart of what’s at stake – real needs and interests!

One of the most useful models with which to view and work with any kind of negotiation or potential conflict situation is the ‘Positions-Interests/Needs’ Iceberg. Being able to facilitate people instead to identify and articulate what their underlying needs and interests is an essential tool in a conflict resolving toolkit. Positions vs. Interests – An…

How Conflict Competent Are Staff in Your Organisation?

When I ask people in training courses and workshops to cite some images or associations they have with the concept of ‘conflict’, I usually get a whole list of negatives (angry, war, hate, stress…) and very few positives. ‘I don’t like conflict’ is a common refrain, so I do my best to avoid it’. Yet…

Mediating Workplace Conflict – Staying Fair and Impartial

A question I am frequently asked in training people in mediation and conflict resolution skills is the challenge as a third party mediator/facilitator to remain neutral and impartial. This tends to get challenged on two fronts. There is neutrality to the parties and the issues they bring – not getting drawn into viewing one side…

Bullying and Harassment – Informal Support from Contact Persons

Bullying and harassment in the workplace continue to be one of the most challenging forms of interpersonal difficulties that arise in the workplace. As part of an organisation’s bullying prevention policy, the Health and Safety Authority Code of Practice (2007) in Ireland recommends that employers should name a ‘Contact Person’, whose role is to ‘listen…

Workplace Mediation Awards

Mediation as a form of prevention and management of conflict and disputes in the workplace is becoming more widely used. In recognition of this the Mediators’ Institute of Ireland are presenting a number of mediation awards at the upcoming Mediators’ Institute of Ireland Annual Conference. The aim is to acknowledge and support those organisations –…