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B:HIVE, Smales Farm, 72 Taharoto Road, Takapuna, Auckland 0622
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info@teesdaleassociates.com
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021 920 323
Effective conflict resolution and private mediation services.
Conflict resolution is at the centre of much of our work. This can range from pragmatic advice on how to deal with performance and behaviour concerns through to dealing with personal grievances. Applying professional negotiation and mediation skills, we get in early and resolve issues before either party adopts an intransigent position.
Mediation is an excellent avenue to get disputes resolved early, but ready access to skilled mediators in the public Mediation Service continues to be an issue.
We provide a private mediation service with top mediators. We aim to solve problems early and avoid the legal costs incurred by parties sparring while waiting for access to mediation. Compared with the free mediation services provided by MBIE, we provide:
- Fast response – a core value of our business.
- Direct discussion with a real person to make arrangements on an urgent basis.
- An early appointment – you won’t have to wait weeks – which is particularly important where the employment relationship is ongoing.
- Skilled and experienced mediators.
- Your choice of mediator.
- Assurance our people will work very hard to achieve a mutually acceptable outcome.
- Better results and overall lower costs.
Mediation & Conflict Resolution FAQs
In an employment context, a conflict arises when an issue is causing difficulty between the employer and an employee or employees, or between two employees or between two groups of employees, or union type disputes.
The most important thing is to get onto the problem early before the opposing views of the parties become entrenched. If the parties can’t resolve a problem between themselves, the best approach is to involve a third party to try and help them work out a solution. Often it will be best if external parties, who are perceived to be unbiased, are involved. Before getting into legal action, try independent mediation by MBIE.
Conflict Management is an approach to ensure potential problems are nipped in the bud at an early stage. There are five basic styles of conflict management:
1. Accommodating – This style is high in cooperation but low in assertiveness. When you use this style, you resolve the disagreement by sacrificing your own needs and desires for those of the other party. This style may work for less important issues you just want resolved so you can move on, but more important issues require a more assertive style.
2. Avoiding – This style is low in both assertiveness and cooperativeness and is usually unproductive because the problem does not get resolved. But it may be of benefit where you need time to think about the best response, or the risks of confronting a problem outweigh the benefits.
3. Collaborating – This style demands a high level of cooperation from all parties involved. It works best if you have plenty of time and are on the same power level as the other parties involved.
4. Competing – This style involves putting your own needs and desires over those of others. This style is high in assertiveness and low in cooperation. Sometimes this style works when you are in a higher position of power than other parties and need to resolve a dispute quickly.
5. Compromising – This style demands moderate assertiveness and cooperation from all parties involved, so everyone gets something they want or need. It works well when time is limited. However, it may not be as creative as collaborating, and some parties may come away less satisfied than others.
The key to successfully managing conflict is choosing the right style for each situation. When considering which method to choose, ask yourself the following questions:
• How important are your needs and wants?
• What will happen if your needs and wants aren’t met?
• How much do you value the other person/people involved?
• How much value do you place on the issue involved?
• Have you thought through the consequences of using differing styles?
• Do you have the time and energy to address the situation right now?
Conflict is a part of life. Knowing a few strategies for managing conflict can help keep your workplace healthy. Here are a few tips to keep in mind when conflict arises:
1. Acknowledge the problem.
If someone comes to you with a dispute that seems trivial to you, remember it may not be trivial to them. Actively listen to help the other person feel heard, then decide what to do about the situation.
2. Gather the necessary information.
You can’t resolve a conflict unless you’ve investigated all sides of the problem. Take the time you need to understand all the necessary information. This way, you’ll choose the best conflict management style and find an optimal resolution.
3. Set guidelines.
Setting guidelines before you begin is essential. Participants should agree to speak calmly, listen, and try to understand the other person’s point of view. Agree up front that if the guidelines aren’t followed, the discussion will end and resume later.
4. Keep emotion out of the discussion.
An angry outburst may end a conflict, but it’s only temporary. Talk things out calmly to avoid having the dispute pop up again.
5. Be decisive.
Once you’ve discussed a dispute and evaluated the best approach, take action on the solution you’ve identified. Letting others in on your decision lets them know you care and are moving forward.