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Mediation and Conflict Resolution

Mediation

Mediation, a form of alternative dispute resolution (ADR), aims to assist two (or more) disputants in reaching an agreement. The key component of mediation is that whether an agreement is reached, and what that agreement is, if any, is determined by the parties themselves rather than being imposed by a third party.

This form of intervention may be appropriate where the barriers to return to work include;

  • Relationship difficulties between management and injured worker
  • Relationship difficulties between co-workers and injured worker
  • Perception of procedural unfairness by injured worker
  • Perception by injured worker that their concerns have not been heard or addressed by the organisation

We also have a specialised process for undertaking conflict resolution for people suffering or recovering from psychological injury. In this way, the mediation is conducted by a Registered Psychologist who specialises in psychological injury, individuals are coached around building their confidence for conflict resolution and treating practitioners are often involved and consulted throughout the process in order to gain their support and engagement in the process.

Team Rejuvenation Workshops

The Centre for Corporate Health offers facilitated Team Rejuvenation Workshops, specifically designed to empower teams to improve their own job satisfaction, team cohesion and performance.

These workshops are ideal for teams:

  • Needing to recover from workplace conflict or trauma
  • Experiencing organisational change or uncertainty
  • Suffering from low morale, low job satisfaction or a lack of team cohesion

Overview

Using a positive psychology approach, our qualified psychologist guides all team members through a facilitated process where each team member is encouraged to contribute and participate in the development of a new team charter.

This charter is developed wholly on the input and agreement from team members and clearly identifies the team’s common goals and values. It also includes specific behaviours the team agrees will assist in effectively meeting their objectives.

The charter then becomes a clear, transparent reference and guidance tool for team members, the team manager and HR staff. 

The Process    

Step 1: Individual Team Member Meetings (40-60 minutes each)                                           

Our psychologist meets privately with each individual team member (including the team manager) to gain an understanding of their current challenges and concerns, specific goals for the future and any outcomes they would like to achieve from this process.

Step 2: Facilitated Group Intervention (approx 4 hours)

Our psychologist then facilitates the group team meeting, briefly recapping the challenges of the past, with a focus on reaching an agreement about common team values and goals. Specific team behaviours are also identified to assist the team to effectively reach their objectives. Team contributions from this meeting shape the development of the team charter, which is then delivered to management. Coaching for management is provided on how to utilise this HR tool to ensure the best team outcomes are achieved and sustained. Solutions for current workplace issues are also able to be developed in this group session.    

Step 3: Follow up  (optional)                    

To ensure the ongoing effectiveness of this process, we recommend a follow up session between our psychologist, management and the team, 8-12 weeks from the delivery of the charter. This is a great opportunity to review the real practical impact of the rejuvenation workshop and identify if any further intervention may be required.    

For more information, please contact us

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