Employee conflict
and facilitation are like golf...
Employee conflict is like landing in a deep bunker - potentially, it's gonna cost you. Facilitation is playing the right shot to get you out of trouble.
Despite good course management you can unexpectedly find yourself in a greenside bunker. Not the time to execute a poor shot, leaving an impossible putt. Or to remain stuck in the sand trap taking yet another stroke.
You want to get out cleanly, pitching your ball near the pin. In one shot.
As a practitioner in conflict resolution I often see people who lack the skills to make the shot: to resolve conflict in the workplace effectively. What's interesting is what they do next - many players make the same mistakes again and again.
It seems only the smart players seek professional advice. And this is why skilful facilitation of employee conflict in the workplace might be the answer to reach the outcomes you want. If so there are 4 reasons to consider working with someone like me:
1. Break current patterns of thinking
If your players are comfortably settled, perhaps established patterns of thinking aren't working anymore. Remember the definition of insanity - doing the same things repeatedly and yet expecting different results? Maybe it's time to change how your team are thinking.
2. Sophisticated conflict resolution skills
Your people already know the necessary information. What may be missing is a process to guide key players through everyday terrain and explore new lands. I'm good at getting people talking, applying years of negotiation skills and techniques to provoke teams to reach new destinations.
3. Increased efficiency generates better results
Outsourcing the issue to an independent facilitator can prove faster and result in better outcomes. If you had extensive time to prepare and practise you might facilitate the session yourself; however, a better use
of resources would be to delegate the task to a specialist in conflict resolution, drawing upon their expertise and reviewing both progress and outcomes.
I apply a comprehensive Needs Analysis at time of briefing; carefully prepare appropriate material; then provoke your people to deliver the outcomes you want before personally de-briefing you on the results.
| I wanted someone to get down and dirty with staff, working alongside them, listening to them, offering solutions to real issues that confront them on a daily basis, and being able to understand their operational language... James is a caring, willing, dedicated, friendly, open and honest communicator and above all an industry mate who understood what was needed... the results were outstanding.
Dale Anderson
Food Services Manager
Launceston General Hospital |
4. Solutions to "one off" problems
If your employees have dug a large hole for themselves and are now struggling to get out,
contact us for facilitation
and let's have a chat.
Our first meeting is free and all discussions remain confidential.
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