The productive Conflict Workplace Mediation Package

The Productive conflict
Workplace mediations
package

Workplace Mediation

To engage the assistance of an impartial third party mediator to lead informal negotiations between disputing parties so they can craft productive solutions to seemingly intractable issues.

“Hi Jennifer, Just wanted to circle back to you and let you know I was able to resolve my situation positively. I really appreciated your advice and it helped me to think within my realm of control aside from a more emotionally charged perspective.” – Analyst, Information, Science and Technology Branch, Canada Border Services Agency.

Included in the Package

2 hours pre-session coaching per participant

1/2 day facilitated negotiation session

30-minute follow-up sessions per participant.

What you can expect

  • In the 1 hour pre-sessions: issue identification, triggers, needs, values, mediation goals, and communication techniques
  • In the mediation session: productive and forward focused meeting, structured questions and conversation, and clear next steps and resolution strategies
  • In the 30-minute follow-up session: to support adherence to the agreement reached during the mediation session, and address any outstanding concerns.

Price:

Varies depending on situation and group size. Contact for more information.

Case Study

James and Bill were in conflict. Bill, a team lead, accused James of abuse of power. James, a manager, accused Bill of being a poor performer. They came to Jennifer for Workplace Mediation. The session included representatives from the union and from labor relations.

During the pre-mediation, Jennifer worked with James and Bill to explore the issues at play for them, their triggers and needs around these issues, and their desired outcome for the mediation session. Jennifer worked with them on their communication techniques, such as developing their active listening skills and the use of open-ended questions. Finally, Jennifer coached them on how to stay in inquiry and communicate clearly when facing a difficult conversation and asked them to draft a list of questions they wished to ask during the mediation session. 

During the mediation session, Jennifer created and maintained the space for a safe and productive discussion by setting ground rules and by flagging points in the conversation when they engaged in the attack-defend cycle. Jennifer used active listening skills and open-ended questions to stimulate discussion, and encouraged participants to do the same. Jennifer made space for participants to engage with their union and management representatives and encouraged their participation in the mediation session so we could have all the facts and information on the table. 

The session ended with an agreement, and with a new understanding of the situation and dynamics at play. Bill and James learned new information about each other and their roles that allowed greater clarity on the perceptions and behaviors leading the abuse of power complaint. They learned ways to prevent further and future escalation of such issues.

Testimony

“Hi Jennifer, I just wanted to say thank so much for your guidance/advice yesterday. It really gave me a lot to think about. You are really, really good at what you do!!” – Director, Public Works and Government Services Canada.

“Since meeting with you, I feel more empowered. Being more aware of my buttons has helped immensely.  I feel more in charge of my surroundings. Thank you for your assistance.” – Learning Specialist, Human Resources Branch, Industry Canada.

“Hi Jennifer, Just wanted to circle back to you and let you know I was able to resolve my situation positively. I really appreciated your advice and it helped me to think within my realm of control aside from a more emotionally charged perspective.” – Analyst, Information, Science and Technology Branch, Canada Border Services Agency.

Workplace Mediation

To engage the assistance of an impartial third party mediator to lead informal negotiations between disputing parties so they can craft productive solutions to seemingly intractable issues.

“Hi Jennifer, Just wanted to circle back to you and let you know I was able to resolve my situation positively. I really appreciated your advice and it helped me to think within my realm of control aside from a more emotionally charged perspective.” – Analyst, Information, Science and Technology Branch, Canada Border Services Agency.

Included in the Package

2 hours pre-session coaching per participant

1/2 day facilitated negotiation session

30-minute follow-up sessions per participant.

What you can expect

  • In the 1 hour pre-sessions: issue identification, triggers, needs, values, mediation goals, and communication techniques
  • In the mediation session: productive and forward focused meeting, structured questions and conversation, and clear next steps and resolution strategies
  • In the 30-minute follow-up session: to support adherence to the agreement reached during the mediation session, and address any outstanding concerns.

Price:

Varies depending on situation and group size. Contact for more information.

Case Study

James and Bill were in conflict. Bill, a team lead, accused James of abuse of power. James, a manager, accused Bill of being a poor performer. They came to Jennifer for Workplace Mediation. The session included representatives from the union and from labor relations.

During the pre-mediation, Jennifer worked with James and Bill to explore the issues at play for them, their triggers and needs around these issues, and their desired outcome for the mediation session. Jennifer worked with them on their communication techniques, such as developing their active listening skills and the use of open-ended questions. Finally, Jennifer coached them on how to stay in inquiry and communicate clearly when facing a difficult conversation and asked them to draft a list of questions they wished to ask during the mediation session. 

During the mediation session, Jennifer created and maintained the space for a safe and productive discussion by setting ground rules and by flagging points in the conversation when they engaged in the attack-defend cycle. Jennifer used active listening skills and open-ended questions to stimulate discussion, and encouraged participants to do the same. Jennifer made space for participants to engage with their union and management representatives and encouraged their participation in the mediation session so we could have all the facts and information on the table. 

The session ended with an agreement, and with a new understanding of the situation and dynamics at play. Bill and James learned new information about each other and their roles that allowed greater clarity on the perceptions and behaviors leading the abuse of power complaint. They learned ways to prevent further and future escalation of such issues.

Testimony

“Hi Jennifer, I just wanted to say thank so much for your guidance/advice yesterday. It really gave me a lot to think about. You are really, really good at what you do!!” – Director, Public Works and Government Services Canada.

“Since meeting with you, I feel more empowered. Being more aware of my buttons has helped immensely.  I feel more in charge of my surroundings. Thank you for your assistance.” – Learning Specialist, Human Resources Branch, Industry Canada.

“Hi Jennifer, Just wanted to circle back to you and let you know I was able to resolve my situation positively. I really appreciated your advice and it helped me to think within my realm of control aside from a more emotionally charged perspective.” – Analyst, Information, Science and Technology Branch, Canada Border Services Agency.

Stay Connected Blog updates