Workplace Mediation

It is important to be aware that it is not necessarily events that shape us and cause our reactions, but our interpretation of events and what we perceive the impact to be on us.  Sometimes we need to strip this back with the help of an independent party to be able to structure where we are, why we are there and what we “need” to happen to move forward.

 

Mediation is a completely voluntary and confidential form of alternative dispute resolution. Our mediator works with all parties in a dispute to establish their underlying needs and interests, encourage dialogue and ultimately aims to facilitate an agreed and sustainable resolution.

The business case for mediation as a first step in conflict resolution is strong. Alternative mechanisms to resolving disputes (such as grievances or disciplinary procedures) are time consuming and as a consequence, are costly taking up many days of management time and resource. So often, these processes do not satisfy one of the parties and can be known to increase underlying conflict. A successful mediation is far wider reaching than just a resolution on the day of the process and even beyond the two parties who are involved in the process.

 

Mediation offers a win-win solution. The process allows the parties within it to develop strategies that empower them to support and respect one another in very specific ways that they have deemed as important to them. The parties keep control of the process with the mediator guiding and managing the process.

 

Cognitive HR follows a one day mediation model. 

How Does the One Day Mediation Process Work?

 

 

 

 

 

 

Jacqui Court-Walker is an Accredited Member of the Professional Mediators Association, (PMA), and subscribes to their professional mediator practice standards and disciplinary code 

available from www.professionalmediator.org