Graham's Services
I know that every workplace is different, which is why I offer bespoke solutions that are tailor-made to fit the specific needs of each client. My strategies are designed to create a collaborative environment where all parties can come together to discuss grievances and find a mutually satisfactory solution. With my extensive experience and expertise in dispute resolution, I believe that my practical solutions can help you to manage conflicts and restore harmony in the workplace.
Conflict is inevitable in any workplace, but it's important to address it in a constructive way. As a conflict coach, I work with colleagues to identify the root cause of conflict and develop a plan to move forward. Through structured 1-2-1 conversations, we explore the underlying dynamics of the situation, help individuals develop communication and conflict resolution skills, and create a roadmap for moving forward. With my coaching, employees can work together more effectively and build a stronger, more positive work environment.
The Structure of the Resolve model recognises that the issue of managing difficult conversations requires specific skills and emotional intelligence. It also requires an understanding of the context in which the conversation has arisen, and knowledge of the communication process that needs to be followed, if it is to be successful. Resolve is orientated around work-based scenarios where a problem has arisen, a change is required, performance is not as good as expected, or a working relationship is not as productive as it could be.
Workplace Mediation
What is Workplace mediation?
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:
-
communication problems
-
accusations of bullying and harassment
-
significant differences in personality
-
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 you consider that mediation is an appropriate approach to improve a workplace scenario, please complete the form below and you will be contacted shortly.
Workplace Mediation
Please complete the form to request further details from Graham Norris about starting the workplace mediation process
Conflict Coaching
Are You Struggling With Conflict At Work?
Whether you are an individual dealing with workplace tension or a leader managing a team dispute, conflict often takes its toll on morale, productivity, and your well-being.
Dealing with workplace conflict can be tough: sometimes it is out in the open and disruptively consumes huge amounts of time since people want it ‘sorted’ quickly. Alternatively, it is hidden and corrosive in the background, which is equally stressful since communication breaks down, decisions are no longer taken, the workflow stalls, productivity slides, and staff may go off sick with stress.
Either way, trying to solve it on your own is a challenging and lonely experience, particularly when you know you are spending too much time and emotional energy trying to sort it out while juggling to complete your daily work.
That is where I come in.
As a trained mediator, team coach, and conflict coach. I help people navigate even the most difficult workplace conflicts—restoring trust, improving communication, and rebuilding a positive working environment.
I know what it is like trying to deal with conflict, especially when you’re not sure what to try next. Like many people, I wasn’t taught how to handle conflict growing up—but I’ve spent years developing practical, proven conflict management strategies that really work.
A Personalised, Practical Approach
As your conflict coach, I won’t offer you an off-the-peg, one size fits all approach to your situation. Instead, I will work with you to:
-
Consider the issues you are facing from a wide perspective
-
Gain a shared understanding of what is really going on beneath the surface
-
Design strategies that you believe will help you restore trust and collaboration
-
Identify those communication tools that you feel confident in using to reduce stress and anxiety
-
Ensure that you and your team re-establish productive work patterns
By working together, we will use the dispute or conflict as an opportunity for growth, learning and development, not just for the individuals involved, but for your team and workplace as a whole.
Next Steps And Guarantee
If you are ready to move to the next stage, you can:
-
Read my blog post on how conflict coaching works
-
Book a free 30-minute consultation to talk through your situation and explore next steps
And for peace of mind, my work is backed by a money-back guarantee: if you don’t see improvement, you won’t pay a penny.
Conflict Coaching
30 min