How I can help you
When two people are not working well together, mediation provides a structured way to bring them together and work through what has been happening.
The focus is not on who is right or wrong, but on restoring a working relationship that allows the work to move forward.
If you’re dealing with a difficult situation at work — tensions that won’t ease, relationships that feel strained, or team dynamics that are beginning to feel toxic — you might be wondering:
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How do I get through this without making things worse?
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Why is this affecting me so much?
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What should I say — and when?
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How can I manage this and keep the relationship intact?
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Is there even a way forward?
Conflict coaching provides a space to step back, make sense of what is happening, and decide how you want to approach the situation.
This often helps people move forward with greater clarity and confidence.
My work is supported by a structured approach (RESOLVE), which helps people think clearly about how to handle difficult conversations.
It brings together practical skills, an understanding of the situation, and a clear way of preparing for conversations where something needs to change or be addressed.
It is particularly useful where a working relationship is under strain, expectations are unclear, or performance needs to be discussed.
If you are unsure which of these would be most useful, we can talk it through.
Workplace Mediation
When to use workplace mediation
When two people at work are not getting on, it can quickly start to affect more than just them.
Conversations become difficult, issues go unresolved, and more time is spent managing the situation than focusing on the work itself.
Workplace mediation provides a structured way to bring people together and work through what has been happening, so that a more effective working relationship can be rebuilt.
How workplace mediation helps
Workplace mediation falls under the heading of an alternative approach to dispute resolution. It is effective in resolving disputes or disagreements without resorting to formal grievance or disciplinary proceedings.
The mediation process depends upon confidential discussions facilitated by an independent, impartial, and neutral third party. The mediator manages an effective, open and purposeful exchange enabling both parties to engage constructively towards achieving a shared agreement.
What is the role of the mediator?
A mediator operates as an impartial and independent third party, facilitating all aspects of the mediation process. Their role is to create a psychologically safe environment and to manage a structured process where all parties can express and voice their feelings, needs and concerns about specific issues.
Rather than imposing solutions, they enable effective communication between the parties so they understand the nature of the dispute, explore potential solutions, and reach an agreement on best approach to resolving the dispute. They hold a neutral position when guiding and influencing the conversation in an empowering manner, ensuring it is constructive and focused on finding ways forward.
Overall, a mediator's role is to enable positive and constructive communication, nurture shared understanding of the issues, and guide the parties towards a resolution that meets their needs. This approach helps avoid costly and adversarial legal proceedings.
What is the mediation process?
Before the mediation can start, an organisation must first decide on the suitability of mediation as a conflict resolution appraoch. Given the voluntary nature of the process, both parties must consent to participate and demonstrate a willingness and a desire to improve the situation.
An independent trained mediator is selected to oversee the mediation process They will require the organisation to accept the confidential nature of the process. Organisations must understand the confidential nature of mediation, which encourages a psychological safe environment that supports employees to fully engage in the process.
The mediator meets separately with each party, either in person or online, to gain an understanding of their context, perspectives, concerns and desired outcomes. This allows the mediator to understand root causes of the conflict and prepare a personalised mediation approach.
A structured mediation session, facilitated by the mediator takes place at an appropriate time and venue where all parties meet and discuss the issues honestly and respectfully. Each party has the opportunity to speak openly and without interruption. The mediator, focusing on open communication and active listening, identifies the roots of problems and explores collaborative solutions for future working relationships.
Having reached an agreement, where the needs and interests of both parties are met, the mediator drafts a document outlining the terms and commitment of the resolution. This document is signed by the parties involved, signalling their intention to abide by its terms. If no agreement is reached, the mediator may offer recommendations regarding further steps towards resolution.
The mediator discusses with both parties the extent to which the agreement's details can be shared outside of the mediation, and the procedure for doing so. Generally discussions within mediations are confidential and cannot be used in any future proceedings.
The mediator will follow up with the parties involved to ensure compliance with the agreement's terms. The ongoing support aims to ensure successful implementation of the resolution.
When is it appropriate to use mediation?
Mediation is a flexible tool that can be applied at any stage in a dispute or disagreement. From cost-effective point of view, and in terms of maintaining the integrity of relationships, early intervention is ideal since entrenched views built up over a protracted period become harder to address. In addition, resolving conflicts significantly reduces the risk of escalation.
For this reason, although mediation is often used to rebuild relationships after a disciplinary or grievance process, it is better employed as an alternative approach before any formal measures are pursued. Early use of mediation can prevent formal complaints being made, leading to significant savings in time and resources, while ensuring relationships stay intact.
Within the workplace, mediation works effectively to resolve:
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communication problems
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accusations of bullying and harassment
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significant differences in personality
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relationships that have broken down
When is mediation not suitable within the workplace?
In certain situations, mediation may not be a suitable course of action; the severity of the dispute or behaviour may necessitate a more fmoral response. Individuals wishing to make a serious complaint should be familiar with the organisation's grievance procedure. Allegations of discrimination or harassment typically need formally addressing through a disciplinary investigation and hearing.
What are the benefits of mediation?
Cost effective - Mediation is usually less costly than litigation and arbitration since it requires less resources such as legal fees and court costs. You won't lose hours of lost productivity and management time while you conduct investigations and hearings.
Fast and effective solutions - The whole mediation process can be set up quickly and administered over 3 separate meetings in a week, or as little as 2-3 days depending on employee availability. This significantly reduces the stress and emotional strain of long, drawn out investigations.
Preserves the integrity of relationships - Since mediation focuses on collaborative problem solving rather than adversarial approaches, it serves to preserve relationships between parties, making it suitable between team members, managers and their staff, and between employees.
Mutually agreeable resolution - The mediation process empowers parties to find suitable solutions. Each party takes control for their own actions as they work to address the issue, as opposed to tribunal processes where judgements are made.
Flexible approach - The mediation process is flexible, can be customised, solutions tailored to the needs and interests of both parties are more likely to be sustained.
Confidential - The confidential nature of mediation ensures sensitive information discussed during the process remains private. This confidentiality leads to more open and honest communication.
Implementation - The empowering nature of the process, where parties actively help build and shape the agreement means they are more likely to comply with agreed terms, reducing the risk of further disputes or staff leaving the organisation.
If this reflects a situation you are dealing with, the next step is a simple conversation.
You are welcome to get in touch using the form below, and I will come back to you to arrange a time to talk things through.
This initial conversation is informal and helps you decide whether mediation would be useful in your situation. Many people find that even this first conversation helps bring clarity.
Next Steps
Workplace Mediation
Please complete the form to request further details from Graham Norris about starting the workplace mediation process
Conflict Coaching
Something is not sitting right at work, and it is starting to take up more of your time and energy than it should.
Conflict can take many forms. It might be a clash with a colleague, growing strain within your team, or communication that is no longer working as it should.
Once it takes hold, it can begin to dominate your thinking. You may find yourself replaying conversations, anticipating the next meeting, and wondering how things will unfold.
Having Time To Think Things Through
You don’t need someone telling you what to do.
What is often more useful is the space to think clearly, talk things through, and decide on a way forward that feels right for you.
Conflict coaching gives you that space…
It is a one-to-one, confidential conversation focused on helping you make sense of what is happening and decide how you want to approach it.
Together, we focus on:
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making sense of what is happening
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reducing stress and pressure
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deciding what needs to change
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approaching conversations with greater clarity and confidence
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finding practical ways to move things forward
You don’t have to tackle this alone.
I will work with you to understand what is happening, what is making it difficult, and what you want to achieve.
From there, we focus on practical steps that help you move the situation forward in a way that feels manageable and realistic.
If this reflects what you are dealing with, the next step is a simple conversation.
You are welcome to get in touch to talk things through and decide whether conflict coaching would be helpful in your situation.
Conflict Coaching
30 min