Stand-alone or linked transformation service?
These services we offer can be a completely stand-alone way of supporting your organisation, such as for organisational engagement and change issues which you want to get staff and stakeholder views on prior to a final decision, or for particular issues of intra-team or inter-team conflict which need resolving by expert facilitation or formal mediation.
Or, these services can be used as a natural follow-on after the leadership team coaching, to help facilitate the desired organisational transformations. As a high percentage of change initiatives fail to achieve what leaders’ intended, you could well benefit from our expert support to boost your percentage! The higher the stakes = the higher the emotion = the harder the discussion.
As mediators, we are accustomed to handling high-stakes conversations. We also have much experience of large-scale engagement, once with a cohort of about 11,000 people being reached out to, which took a few months! We have a tried and tested methodology for conducting facilitations which is also very flexible according to the circumstances. We can build informal investigations into the early stages of the process to understand and get to the bottom of issues prior to resolution and we usually seek to leverage organisational influencers to help ensure long-term success.
As far as the actual discussions go, we can use a typical facilitated approach (generally non-directional) or move toward a group coaching approach where attitudes, ideas and beliefs can be reality-checked or challenged appropriately, with other ideas also being put into the mix, as appropriate, for the group to consider (ideas sparked off in the moment, or thought of before), in order to reach a more robust outcome.
We are fully qualified mediators for workplace issues and commercial issues, including in family-run businesses. Our speciality is dealing with people-based disputes, rather than legal-based ones, where an ongoing working relationship is wanted, whoever this involves within an organisation, or between outside project partners or stakeholders. Our ability to blend coaching and psychology into the mediation process, as necessary, is a real advantage.
Our approach is usually to try and reconcile situations wherever possible (unless the parties explicitly do not want this), and only if this proves not to be possible to move into business 'divorce' mode to try and agree an amicable parting of the ways with the associated deal to enable that.
Mediation can be used to solve large or small issues alike, at any time in the ‘life’ of a dispute. The mediator is not a judge. Mediation is a voluntary, consensual and confidential process for resolving disagreements in which an impartial third party (the mediator) helps people in dispute find their own mutually acceptable win-win resolution via a collaborative approach, to avoid an irreconcilable relationship breakdown with clients, partners, stakeholders, colleagues or an employer. It focuses on 'needs and interests' (looking to the future) and not on 'rights and liabilities’. Overall, mediation is a really good alternative to using traditional HR or legal procedures.