By the time Lee visited Thomas, an ombudsman, to request a mediation, he was frustrated and confused. Sandy, Lee’s valued employee, had approached Lee regarding a conflict she was having with a co-worker that she described as bullying. Lee had taken a conflict class and knew mediation is one way to get the two employees

By the time Lee visited HR to request a mediation, he was frustrated and mad. Despite many “feedback” meetings with his boss Amanda, Lee was concerned that he wasn’t getting the necessary feedback for career progression. Amanda would not give him clear direction about developmental goals and did not assign Lee tough and important tasks. Lee

As HR professionals, we often find ourselves at the forefront when workplace issues escalate to the point of causing disruption-often due to poor behaviors by individual team members. While disruption can spark necessary change, it can also derail the team and lead to poor productivity or loss of valuable talent.   HR guidance is critical

Strategic planning in HR has fallen out of favor in recent years, but when it comes to conflict management, a well-thought-out strategy is crucial.  A comprehensive plan for addressing workplace conflicts ensures that potentially destructive conflict is addressed early and that your organization can leverage creative differences to create value. This framework should address conflicts

In today’s dynamic business environment, fostering a diversity of ideas is not just beneficial-it’s essential for innovation and growth. While many organizations claim to value diversity, truly embracing it requires more than just words on a website or in an employee handbook. It demands a strategic approach that goes beyond annual declarations and carefully crafted

Conflict is a powerful catalyst for growth and innovation in teams. While harmony may seem ideal, it can lead to stagnation and groupthink. Here are four strategies to help teams welcome new ideas and navigate change effectively:  Encourage Respect for New Ideas Start by acknowledging positive aspects of an idea before introducing your own idea

HR professionals play a crucial role in facilitating conversations between conflicting parties in the workplace. The key to successful mediation lies in creating an environment that encourages open dialogue and mutual respect. This approach, known as Invitational Mediation, focuses on inviting both parties to share their perspectives while being witnessed by the other. Preparing for

When employees approach HR or leaders about workplace conflicts, they arrive already stressed and emotionally charged. Their stories often emerge as a rapid, disorganized “information download” that can be challenging to parse. A skilled HR professional can transform this chaotic narrative by: Capturing the pure employee perspective Taking concise, bulleted notes Avoiding the appearance of

Effective conflict resolution begins with a well-structured intake process. The HERE approach-Honor the relationship, Explore the story, Reflect, and Enable/Empower-provides a framework for HR leaders to navigate initial conflict conversations efficiently and impactfully. Key Elements of Effective Conflict Intake Questioning Techniques Open-ended questions. Encourage elaboration on thoughts and feelings.  For example: How do you feel

Imagine a workplace where diverse perspectives are celebrated, and conflicts are seen as opportunities for growth and innovation.  This isn’t just an ideal-it’s a necessity in today’s rapidly evolving landscape.  HR professionals play a crucial role as agents of change by supporting the notion that conflict catalyzes evolution and change.    To embrace conflict as a