Course code: MEDS - call 0845 071 2801
Overview
Course duration: 1 day.
Understand the legal and psychological reasoning surrounding conflict at work and develop a best-fit mediation strategy to bring both people and organisational benefits to your company
Is it right for me?
Suitable for:
- Senior HR and personnel professionals
- Line managers
- In house councillors and legal advisers
- Employee communication specialists
- Employee relations managers
- Policy advisers
What will I learn?
By the end of this course you will be able to:
- Understand the legal and psychological reasoning surrounding conflict at work and develop a best-fit mediation strategy to bring both people and organisational benefits to your company.
- Learn how mediation can be linked to core business objectives and understand the legal framework surrounding Alternative Dispute Resolution.
- Evaluate the behavioural and emotional reasons behind conflict at work.
- Get to grips with the mediation process and the different styles of mediation which can be used.
- Gain practical advice on how to manage relationships successfully in your workplace.
- Hear a best practice case study from King's College Hospital NHS Foundation Trust on how to set up a workplace mediation scheme successfully.
What will it cover?
What is mediation and why is it so important?
- Understanding the history behind mediation
- Addressing the key principles and aims of mediation
- Why is mediation needed: the business case for mediation and advantages over litigation
Understanding the law behind mediation and legal implications for the future
- The Gibbons Report, Civil Procedure Rules and the Employment Bill reforms
- Court support for mediation
- Understanding mediation in relation to disciplinary and grievance procedures
- Mediation clauses and the contract of employment
Interactive session: evaluating the behavioural reasons behind conflict at work and identifying conflict hotspots in your organisation
- Why does conflict exist in the workplace and understanding the ‘conflict triangle’
- How to identify the root causes of conflict in the workplace and recognise the early stages of disruption
- Gain an insight into the mind of the troubled employee
- The difficult person perception
Dealing with conflict successfully: strategic advice on managing relationships and developing interpersonal skills
- Learn how to successfully manage complex relationships to avoid conflict: overcome problems such as job hierarchy, job security and competitiveness
- The importance of communication, confidentiality and rapport building
- Working with emotion: learn how to manage cultural and behavioural clashes
Case study: integrating the mediation process into the workplace and ensuring successful conflict resolution
Michael Griffin, Executive Director of Human Resources, King's College Hospital NHS Foundation Trust
- Understanding the mediation process and deciding on a workplace mediation structure
- How does the scheme work and what are the potential challenges for HR?
- How does mediation link to other workplace procedures?
- Discussing the organisational benefits and what does the future hold?
Gearing up for mediation and creating a workplace structure that works in your organisation
- Identifying where your organisation wants to be in relation to mediation techniques
- Deciding where the mediation function should sit within the workplace
- Implementing a workplace structure: choosing between internal or external mediators and deciding upon the best course of action to take
- Planning for mediation and gathering information
The process in practice and evaluating different mediation styles
- Understanding facilitative, transformative and evaluative mediation and deciding which style best suits your organisation
- The phases of mediation and evaluating the role of the mediator
- Effectively managing the mediation process: record keeping and time management
Interactive session: where to go from now? Turning theory into practice in your organisation
- Where will mediation fit within your organisation and in what shape and form?
- Next steps: create an effective HR strategy and ensure participation from the within the workforce