Conflict Resolution Centre https://www.conflictresolutioncentre.co.uk/ Conflict Resolution through mediation and training Tue, 16 Nov 2021 12:13:27 +0000 en-US hourly 1 https://wordpress.org/?v=6.1.5 https://www.conflictresolutioncentre.co.uk/wp-content/uploads/2017/03/cropped-CRC-logo-device-only-Jan-17-1-32x32.png Conflict Resolution Centre https://www.conflictresolutioncentre.co.uk/ 32 32 193025326 Management post Covid19: What Corporates can learn from Disruptive Innovators https://www.conflictresolutioncentre.co.uk/management-post-covid-corporates-learn-from-disruptors/ Mon, 21 Sep 2020 13:12:36 +0000 http://www.conflictresolutioncentre.co.uk/?p=1525 Covid19: The ultimate change agent Whatever the challenges of Covid19, they have brought forward a revolution in the world of work.  That revolution was already coming and there are many who have already adopted it.  But what does that have to do with Corporates? And what does that have to do with conflict resolution?!  This […]

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Covid19: The ultimate change agent

Whatever the challenges of Covid19, they have brought forward a revolution in the world of work.  That revolution was already coming and there are many who have already adopted it.  But what does that have to do with Corporates? And what does that have to do with conflict resolution?!  This post explores what and how Corporates are learning super fast to disrupt and change.  I have set out a summary below which is explored in more detail in a post I wrote in HRDirector Magazine.  However, what is key is developing capacity to build teams and negotiate effectively is one of the cornerstones for change.

Covid19 has possibly been the biggest catalyst of disruptive innovation in our working practices.  It has happenned in the shortest period in the history of work.  As the return to work continues and the working from home experiment has been a proven success, new options for work are emerging.  They need to be considered.

The lessons

Emotional intelligence from the ground up

The value of staff with emotional intelligence has never been so high.  Particularly during times in which people have suffered the trauma of lockdown, isolation and loss.  The capacity of the workforce to be resilient through these times and manage their emotional state has never been so critical.  What is consistent in the most successsful disruptive innovators is the capacity they provide their staff to do this and become emotionally resilient.

Building a culture of empowered entrepreneurialism

Increased remote working requires employers and employees to grapple with various moving parts.  It required employees to feel motivated as if they were running their careers as a business.  This includes employers feeling able to trust employees to self-motivate, self-regulate, engage and, at the same time, tow the line.  When this happens, targets sometimes replace the importance of hours spent.

Collaboration above competition

In a competitive environment, collaboration feels counter intuitive.  However, as basis of remote working, it has proven to be a vital building block for growth.  The most profound example of this is Open Source.  This term which originated in the context of software development to designate a specific approach to creating computer programs which anyone using the internet today benefits from.  It is rooted in collaboration as are the working practices that flow from it.

Harness the Technology

In the blink of an eye a huge section of the workforce adopted online meetings in lockdown.  Little did many of us know that this was only the beginning.  Once online the technology and potential technology was staggering.

From a training perspective this was particularly interesting with developments in immersive learning suddenly becoming commonplace.  It is striking how effectively subjects such as empathy to be taught and practiced from behind a computer screen.  Equally technologies such as Kona, start to use artificial intelligence to help companies understand the working styles and communication preferences of team members and allows managers to predict and manage interactions.  Suddenly, the unthinkble became normal and it worked.

Becoming more human

For all the pain and disruption, Covid19 triggered a re-awakening of some of humanity’s and therefore the workforce’s most basic of human instincts.  It was that pulling together, that joint effort which enabled such radical swift disruptive change.   What that tells us is that when people are motivated they will pull together and what motivates us is human connection and the lack of it.  Further that technology supports this and does not detract from it.

What is clear is that businesses and the people who work in them are at a juncture.  They can adopt change and learn the lessons quickly.  This means taking risks.  However, the alternative is more risky and closes rather than opens up the opportunities of the new normal.

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Neighbour disputes: 5 reasons mediation can help https://www.conflictresolutioncentre.co.uk/neighbour-disputes-mediation-can-help/ Mon, 04 May 2020 12:43:17 +0000 http://www.conflictresolutioncentre.co.uk/?p=1453 The post Neighbour disputes: 5 reasons mediation can help appeared first on Conflict Resolution Centre.

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Neighbour disputes can escalate quickly

Disputes or disagreements with our neighbours can affect us viscerally.  They challenge our sense of security, personal space.  They can also challenge our feelings of safety and bring up fears of economic insecurity.   It is very normal to take the situation very personally and therefore have strong reactions to the situation or person.  Equally the other person can have strong reactions to us and our behaviours.  When we are in close physical proximity to our neighbours, particularly during lockdown, these feelings and reactions can be exacerbated.  The fight as opposed to flight reaction sets in as there is no-where to go and the issues escalate.

ENFORCEMENT ACTION OR COURT CAN BE INEFFECTIVE

Legal action takes time at the best of times.  During that time, tensions between neighbours escalate on a daily or even hourly basis.  Equally, the chances of succeeding in any given claim are only ever 70:30 at their best.  In other words, no-one is ever guaranteed to win a claim no matter how good their case is.  The same is true when applying to the Council to take action.  More importantly though, even if one party “wins”, neighbours often still have to live with each other and their relationship will continue to decline if one has won and the other has lost.

A QUICK COST-EFFECTIVE SOLUTION

Mediations in neighbour disputes whether they are about money, property or relationships can be very quick to set up.  In some cases, it can take a couple of hours to resolve the issue and in others they can be resolved in a day.  Equally they can be relatively inexpensive costing anything from £100 to £3000.  They can often be set up within a week avoiding the uncertainty and anxiety that comes with delay. 

OPPORTUNITY TO RESOLVE THE SITUATION PERMANENTLY

Even winning at court does not always provide an end to the dispute.  This is because often only some of the issues will be dealt with in court proceedings.  This issues that are not resolved often fester and develop into new disputes that leave neighbours in the position they started.  Mediation helps to address the range of issues that the dispute throws up.  It also creates buy in by the parties into the solution.  This is because the final agreement in a mediation is one created by the parties as opposed to being imposed.

MEDIATION CAN TAKE PLACE ONLINE OR OFFLINE

Mediation does not need to happen face to face and often takes place on the telephone or via other video links.  The Mediation Protocol will ensure that a very similar experience can happen in a remote mediation as in a face to face session and any agreements are signed and managed carefully.  

If you are interested in finding out more about mediation or have questions, you can set up a confidential conversation with a mediator. You can invite the other party do the same and this allows them to see how mediation can help them as well as addresses concern. If you have questions, contact us we are always happy to talk a situation through.  

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Online Mediation Protocol: making mediation work online https://www.conflictresolutioncentre.co.uk/online-mediation-protocol-making-mediation-work-online/ Wed, 01 Apr 2020 14:15:59 +0000 http://www.conflictresolutioncentre.co.uk/?p=1424 The post Online Mediation Protocol: making mediation work online appeared first on Conflict Resolution Centre.

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Online Mediation Protocol

With courts and tribunals offering a reduced service and litigation slowing down businesses and individuals risk dangerous delay.  Online mediation is an opportunity to find solutions and to move forward.  Key to the success of online mediation for parties to feel confident that the process will best serve their interests.  This Protocol is designed to create confidence and clarity to this end.

Online Mediation can be as effective as a face to face session and deliver the same success rate.  But, it requires effective preparation which is why we have developed protocols to support clients and their advisers

Pre-mediation no-obligation conversations with parties

Before the mediation, the parties, and, if they wish their lawyers, will have a confidential, private conversation with the mediator.  In these conversations they can:

  • Assess the suitability of the case for mediation generally and online mediation specifically; 
  • Explain how the process will work and get some experience of online interactions;
  • Establish priorities for the mediation and what individuals want to achieve

Setting dates and times

Online mediations can be set up relatively quickly.  Once the initial pre-mediation conversation is had with the lawyers and/or the parties, the mediator will provide an estimate of time required. It is suggested that the parties provide the mediator with dates and times to avoid.  The mediator can then provide three alternative dates for the parties to agree to.

Pre-mediation Preparation

The mediator will send preparation papers to the parties by email.  Key documents can also be agreed between the parties and their advisers and sent to the mediator 7 days prior to the mediation session.  The mediation agreement will include confidentiality provisions stipulating against recording sessions.

The Mediation Session

The parties will be sent an electronic link to join the mediation session prior to the mediation.  Parties will also be sent details of where to direct any technical questions.

On “arrival” into the online mediation “space”, parties will be allocated private “rooms” that the mediator will be able to enter with the agreement of the parties.

The parties will be able to have confidential discussions with the mediator.  They will also be able to speak privately to each other or their advisers without the mediator present.  They will be able to invite the mediator into the room when requested and the mediator will notify them on entering.

The mediator will manage Joint Sessions as they deem appropriate in the best interests of the parties.  Joint Sessions may take place between:

  • All the parties, their advisers and experts;
  • The advisers on their own;
  • The parties on their own;
  • Experts on their own;
  • Experts with advisers.

Any agreement reached can be drafted collaboratively and shared in the mediation session before finally agreed.

If you want to find out more about our mediators click here or contact us for a free confidential discussion about your matter

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Frequently Asked Questions: What can Mediation Deliver? https://www.conflictresolutioncentre.co.uk/why-mediation-what-can-mediation-deliver/ Wed, 08 Jan 2020 10:36:18 +0000 http://www.conflictresolutioncentre.co.uk/?p=1351 The post Frequently Asked Questions: What can Mediation Deliver? appeared first on Conflict Resolution Centre.

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Why Mediation?

Before going to mediation, common questions include “What can mediation deliver?” or “What am I going to get out of it. Often a problem seems so impossible to overcome that it is difficult to see how mediation can help. But it can. Mediation addresses the presenting problem, that has brought people to the table in the first place. It also questions and addresses the issue that may have contributed to the problem in the first place. The mediator can then work with the parties to negotiate and resolve all the issues. This allows a more integral solution that the parties are bought into. This in turn often means that the solution or agreement is more sustainable or durable.

What can Mediation Deliver?

Mediation can often completely change the situation around. Firstly it addresses the practical issues that often need to be negotiated. Secondly it can address challenges in communication. Lastly, it can repair and rebuild some of the trust or relationship challenges that may have aggravated the issue. This provides an opportunity to create new options and solutions. It allows people to admit and acknowledge mistakes without losing face or money. It also allows more dignified resolutions or endings>

How to get started?

It is important that all parties can see a benefit in using mediation. For that they will need their questions or concerns addressed. So, the best way to set up the process is to allow all the parties involved to talk confidentially and put any of those questions to a mediator. This allows them to see how mediation can help them and addresses concerns. The mediator will then help to set up the mediation process. If you have questions, contact us we are always happy to talk a situation through.  Alternatively, join one of our dynamic training sessions which provide an opportunity to network with HR and learning and development professionals as well as provide tools to turn around an unhelpful conflict culture once and for all.

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Office Dramas When do HR need to step in https://www.conflictresolutioncentre.co.uk/office-dramas-hr-need-step/ Mon, 12 Aug 2019 09:32:09 +0000 http://www.conflictresolutioncentre.co.uk/?p=1277 The post Office Dramas When do HR need to step in appeared first on Conflict Resolution Centre.

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The opportunity of “Office Dramas”

Often managers and leaders can look to HR to fix office dramas.  It can be tempting for HR to step in and do just that.  However, the most effective solutions coming from HR using the conflict situation as an opportunity to build teams and enable resilience.  Ideally, HR should continuously provide effective tools and means for communication to the organisation.  When they do that, the leaders and managers can emerge from the conflict situation with sustainable solutions.

The role of HR

In order to fully take advantage of this opportunity, they key, as set out in the attached article is to build the organisation’s Early Resolution or “ADR” Strategy: HR will be instrumental in developing and co-ordinating a coherent Alternative Dispute Resolution (ADR) strategy covering both learning and development and dispute resolution.  Expertise in conflict resolution is key to develop this strategy well but essentially it include:

  • Auditing the organisation’s conflict including the cost to the organisation and the impact on its people
  • Developing a learning and development environment that supports early resolution. Ideally this will be in the form of staff training in early resolution skills and templates to resolve difficult conversations.  However, whilst it is true that the more comprehensive the training the better the impact, even light touch training on understanding conflict and a framework for difficult conversations can affect culture
  • Resolving current and historic disputes through a mediated intervention, reviewing future use of mediation and appointing your resolution team for early intervention.

Enabling Dynamic Solutions

One of the ways to enable dynamic solutions to the office drama is though the Conflict Resolution Game.  The key is enabling new ways to work through conflict situations within the culture of the organisation.  If you want to find out more, we are always happy to talk a situation through.  Alternatively, join one of our dynamic training sessions which provide an opportunity to network with HR and learning and development professionals as well as provide tools to turn around an unhelpful conflict culture once and for all.

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Brexit, referenda and changing the nature of political debate https://www.conflictresolutioncentre.co.uk/brexit/ Thu, 27 Jun 2019 12:23:44 +0000 http://www.conflictresolutioncentre.co.uk/?p=1249 The Brexit debate and the referendum has shown us the worst of political wrangling and debates but it could pave the way for better practice

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crossing the political divide

Brexit has been the catalyst for enormous debate and acrimony over the last couple of years.  In the latest series of Across the Red Line, Louisa Weinstein joins Anne McElvoy to challenge individuals from across the political divide to engage in a different type of debate.

the challenge to common ground

Brexit has shown us how polarised positions can become in political debate.  The ongoing confrontational debates including personal attacks, reflect many of the conversations we have had up and down the country.  But, in the frustrations of this debate we can find the seeds of opportunity to have a different conversation.  This includes asking more open, exploratory questions, listening deeply and empathising with others notwithstanding that we don’t agree with them.  The point is not necessarily to agree but to provide an opportunity to find common ground, to find solutions that might be palatable to all of us whilst acknowledging our differences.

exploring the possibilities

In this podcast, Isabelle Oakshott and Matthew Parris debate the topic of whether Referenda are good for Democracy.   Although the debate was not limited to Brexit, its background rumblings were key in terms of the backdrop.  Louisa then asks them to play a game which requires them to explore the issues in a different way using questions and mirroring.  The result is that they experience a different perspective on the issue but, more importantly, each other.

changing the conversation

Having the debated the issues, the participants were invited to play a game similar to The Conflict Resolution Game.  Each participant asked each other some open questions including “What do you want” or “How might that work in practice”.  They were then invited to mirror back, using reflections and summaries, what the other person had said.  They were asked to withold judgement and not to proffer opinions.   The effect was that the conversation slowed down and they had an opportunity to explore WHY each other held the views that they did.

 

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Front Line staff’s Conflict Resolution skills are key to customer service https://www.conflictresolutioncentre.co.uk/railway-staff-trained-in-conflict-resolution-skills/ Mon, 07 Jan 2019 13:36:24 +0000 http://www.conflictresolutioncentre.co.uk/?p=1101 The post Front Line staff’s Conflict Resolution skills are key to customer service appeared first on Conflict Resolution Centre.

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Front line staff are vital agents in challenging situations on the railways and need to react quickly.  Travelling can be stressful particularly when it’s busy.  Stress is an easy trigger for conflict so good customer support requires capacity to deal with conflict effectively and professionally.

When we need to get somewhere and are under time pressure, it is easy to loose our cool.  Missed trains, lost tickets and overcrouding can all contribute to irritation and anger towards others.  This, coupled with alcohol, excitement or disappointment of a game can easily add fuel to the fire.

The Conflict Resolution Centre worked with Virgin Trains to adopt a creative approach to this issue where the focus was on understanding the customer and not judging their behaviour.  

To resolve any conflict requires a high standard of communication and negotiation. We concentrated on these aspects where the Event Hosts understood the customer’s wants and needs.

 The staff we trained were amazing. They welcomed the opportunity to learn quite complex conflict resolution skills to empower  them in their role.”

You can read more here https://www.manchestereveningnews.co.uk/news/greater-manchester-news/conflict-resolution-match-trains-virgin-15604941

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From Manager to Resolution Agent: The Management Superpower https://www.conflictresolutioncentre.co.uk/manager-resolution-agent-management-superpower/ Wed, 19 Dec 2018 10:25:49 +0000 http://www.conflictresolutioncentre.co.uk/?p=967 Key skills can transform a manager from good to great at conflict management whilst keeping their focus on the day job.

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Managers need superpowers to resolve conflict situations and get on with their day jobs.  But, these superpowers are not out of any manager’s reach.  This article sets out how Managers can become Resolution Agents and develop an empowered working environment where conflict becomes an opportunity for change.

Blog

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How to get what you want in negotiations https://www.conflictresolutioncentre.co.uk/how-to-get-what-you-want-in-negotiations/ Wed, 10 Oct 2018 21:44:58 +0000 http://www.conflictresolutioncentre.co.uk/?p=957 The post How to get what you want in negotiations appeared first on Conflict Resolution Centre.

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How to get what you want in negotiations

 

Whether you are negotiating Brexit or a salary rise, there are key strategies to getting what we want in negotiations. This article sets out keys to ride any negotiation storm

How to get what you want in negotiations


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How to resolve conflict with your investor https://www.conflictresolutioncentre.co.uk/how-to-resolve-conflict-with-your-investor/ Wed, 10 Oct 2018 21:34:46 +0000 http://www.conflictresolutioncentre.co.uk/?p=948 The post How to resolve conflict with your investor appeared first on Conflict Resolution Centre.

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How to resolve conflict with your investor

 

When stakes are high, egos come to the fore and often accentuate behaviours that upset or irritate others. This article sets out some key tools to help resolve conflict with investors

 

 

 

 

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