We see mediation as an opportunity to develop all parties through the process. The model of mediation we use is transformative mediation. This model is ideal for workplaces as the aim is to use coaching throughout the process as appropriate in order to assist the individuals to engage in the learning and development aspect of the mediation. The mediation model therefore requires:
- Intake sessions – one-on-one sessions between the parties and the mediator on the day of the mediation;
- Joint Session – where both parties and the mediator investigate the issues or concerns. Here they consider the impacts or risks of those issues and concerns andtry to understand the requests, requirements or recommendations of each;
- Workplace Agreement – an agreement is developed and signed in alignment with the organisational values and code of conduct to allow for effective management of that agreement in the workplace;
- Workplace Agreement is countersigned by the manager.
The observed and reported outcomes of this model of mediation are that the parties recognise that their primary focus is to build a healthy and workable relationship. This relationship allows them to achieve their required outcomes and in so doing enhance the emotional and social Intelligence of each other and the team as a whole.
We assist in building personal development plans involving several layers. In management coaching we draw on our expertise in human resources, industrial relations and organisational psychology to build a program which develops the manager in the areas of need. This may include:
- People management
- People development
- Performance management
- Interpersonal communication
- Professional boundaries
- Personal response (eg. anger management)
- Organisational fit
- Career coaching