We're often contacted by prganisations who have a really difficult team situation, and they tell us that they have a dispute between 10, 20 or 30 people.

Whilst it is true that there are issues between large numbers of people, it doesn't necessaril mean that mediation is required with all of them. The key is to get to the heart of the problem, as there will be two or three people which will have created factions between teams or pockets of employees.

Mediations and facilitated conversations have many similarities in terms of process, and the skills used. There are, however, a few critical differences when deciding which is required. The video within this blog will help you to determine whether you need a mediation or just a facilitated conversation.

We hear a lot of people saying how they tried mediation but it didn't work or it failed. There's a big difference between somebody untrained having a go at mediation and a properly trained, skilled and competent mediator being involved.

If the person in the middle wasn't a properly trained mediator, it wasn't actually mediation!

Policies and laws are vital but should only be a basic reference point for workplace interactions. Recognising and addressing an over-reliance on policies is crucial to fostering a more dynamic, engaging, and harmonious work environment. Let's aim to be pole vaulters, exceeding the minimum standards for a better workplace culture.

Soft skills, especially those needed for effective communication with employees, are often the toughest nuts to crack for managers. The struggle managers face due to a lack of confidence and proper training in handling tough conversations and resolving conflicts is real. The piece also touches on how HR often steps in to fix things, which might help short-term, but doesn't really teach managers to handle these situations themselves.