Psychology & Mediation Services

Anne-Marie Box, Psychologist

Workplace Mediation & Conflict Resolution

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Improving Relationships at Work

How does mediation help?

 

Independence & Impartiality: The mediator is an impartial professional. It is quite common that a conflict may have undermined trust to such an extent that it is very difficult to manage and repair the situation in-house. The input of a mediator provides the independent perspective that is needed to move forward.

Effective Communication: It is essential that communication improve so that people can discuss important issues. Mediation provides a confidential process that manages discussion of sensitive issues in a respectful way and gives everyone a voice.

Positive Focus: Mediation does not get bogged down in the past. There is a positive focus on the future working relationship, which helps people to reach agreement on how they will successfully address challenges and communicate effectively in the future.

 

Conflict between staff takes a toll on individuals, teams and the whole business. While it is normal for some level of conflict when people work together, sometimes conflict persists leaving staff stressed and unable to work together effectively. Mediation provides a bridge for rebuilding effective work relationships and communication.

 

What types of situations can mediation address?

Mediation is an important tool for helping people to work together in a respectful way. You can address issues where there has been one-off conflict and also long-standing stress. Situations that can be addressed include:

o Resolving conflict

o Breakdown in communication

o Clash of personal styles

o Complaints about bullying or harassment

o Facilitating an apology

o Re-building teamwork and trust

 

Mediation often involves only two parties. In situations where there are more people involved, the process can include all key participants. Mediation can be effective at times of crisis but it is also very effective as a preventative approach at early stages of conflict or communication difficulty.

 

A way forward

Each person involved in mediation is given the opportunity to speak about their concerns and will also be invited to reflect on their own communication.

The mediator will provide information, tips and strategies to help with making communication and agreements work. This has a number of elements, including:

Communication

o Guidelines to make communication easier

o How to raise issues and give feedback

 

Conflict Resolution

o Self-awareness and avoiding conflict escalation

o Strategies to manage stress & emotions

 

Negotiation & Decision making

o Building understanding & common ground

o Reaching clear agreements

 

The mediation process

Mediation provides an effective process which can move forward in a time-efficient way:

Briefing: The mediator first talks with the workplace contact to clarify expectations and to understand how mediation fits in with any organisation policies or other strategies that have been taken.

In complex matters involving many team members, the mediator can provide a team conflict assessment by consulting with team members.

Recommendations are made by the mediator on how to implement mediation or other support services. The mediator is not an investigator and it is important to distinguish mediation from any investigation process that may be applicable.

Pre-Mediation Meeting: The mediator meets with each person individually, usually face to face. This allows the mediator to understand each person’s situation and to begin to provide coaching and support on how to resolve the situation.

Joint Mediation Session: A joint meeting between the parties will then be facilitated by the mediator (this can sometimes be on the same day as the individual pre-mediation meetings). Parties have the confidence that all discussions in mediation are confidential.

Outcomes: The agreed outcomes will be written up by the mediator and the agreements will provide clear guidelines that the parties will commit to following in their work relationships.

Review: There is the option of one or more review meetings, if required, this can help to track progress and address any challenges that arise in putting agreements into practice.

Prevention: The mediator can also give feedback to the organisation on other strategies to prevent conflict.

 

 

Other consulting services

To assist with sustaining improved work relationships and to prevent conflict in future we also offer:

  • Coaching: one-to-one coaching for staff or management on areas such as interpersonal styles; assertiveness; discussing performance issues; and conflict resolution.
  • Training: a range of communication and interpersonal skills training workshops can support the development of communication, negotiation and resolution skills of team members.
  • Team facilitation: independently facilitated team discussions to improve team communication.

 

Contact

Anne Marie Box

Psychologist, Coach  & Mediator

Noosa Heads

07 5473 5607

0412 657 02

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Children of Separated Parents Bill of Rights

We the children of the divorcing parents, in order to form a more perfect union, establish justice, insure domestic tranquillity, provide for the common defence, promote the general welfare, and secure the blessings of liberty to ourselves and our posterity, do ordain and establish these Bill Of Rights for all children.

  1. The right not to be asked to “choose sides” or be put in a situation where I would have to take sides between my parents.
  2. The right to be treated as a person and not as a pawn, possession or a negotiating chip.
  3. The right to freely and privately communicate with both parents.
  4. The right not to be asked questions by one parent about the other.
  5. The right not to be a messenger.
  6. The right to express my feelings.
  7. The right to adequate visitation with the non-custodial parent which will best serve my needs and wishes.
  8. The right to love and have a relationship with both parents without being made to feel guilty.
  9. The right not to hear either parent say anything bad about the other.
  10. The right to the same educational opportunities and economic support that I would have had if my parents did not divorce.
  11. The right to have what is in my best interest protected at all times.
  12. The right to maintain my status as a child and not to take on adult responsibilities for the sake of the parent’s well being.
  13. The right to request my parents seek appropriate emotional and social support when needed.
  14. The right to expect consistent parenting at a time when little in my life seems constant or secure.
  15. The right to expect healthy relationship modelling, despite the recent events.
  16. The right to expect the utmost support when taking the time and steps needed to secure a healthy adjustment to the current situation.

 

Please realize that this is NOT law, anywhere.
The “Children’s’ Bill of Rights” is not legally enforceable, but rather suggestions made to keep the best interest of the child a priority.

http://www.psychologyandmediationservices.com.au/129/

Parenting Through and After Divorce

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By Lilly Kingsley

Being a parent starts when a baby is born and never really ends. Divorce is an amazing time to see if your parenting skills are up to par, your children have been tossed into a situation not of their making that more than likely they are not happy with and do not know how to cope with.

It is the role of the parent that changes as the child grows, matures and becomes an adult. Divorce is something that happens to a married couple but effects all those around them. Your children may feel this divorce as deeply as you but it may not be in the same way and it may not be through mature expression that you can understand your children are in pain. This is not the time to let your pain blind you to your children’s distress and needs.

Try the below to keep tabs on your children’s emotions and needs; [Read more…]

DIY – Negotiating Skills and Resolving Grievances

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The cost of conflict either in the workplace, at home or in the world is well known.  Therefore it is no surprise that the art of negotiation, or resolving grievances, has become a profession in its own right as Anne Marie Box an accredited mediator and psychologist practicing in Noosa Junction, well knows.  “However, people do not need extensive training to negotiate solutions to everyday problems; she says and has put together the following points to help resolve conflict or grievances in everyday life.

  1. Choose the right time and place; don’t ambush a person, or they can feel defensive and it gives them time to prepare for the discussion.  I.e. “I would like to speak to you about….tonight, ok?” [Read more…]