Sometimes relationships don’t work so well at work. According to ACAS this can be one of the biggest causes of stress and can lead to absence and people leaving. Getting people talking is essential and having a non judgmental, impartial person in the room can facilitate the conversation.
I work with clients to find agreement on how to move forward in a constructive way. Both parties get to give their side of the situation, without interruption and with the respect of the other. This encourages people to see another perspective and move out of a sometimes entrenched set of views. Outcomes are agreed (sometimes this can take time) and a plan for next steps formulated. This process is voluntary and the fact that they are in the room together is often a good sign for positive outcomes.
Often it’s about perspective (or lack of)
Focusing on what’s in front of us is normal. Our team, our work, our priorities. When others are doing the same thing and we need to collaborate, it can feel like they are encroaching or disrupting. Bring people together to understand the other person’s world is the first step. We all see things differently as we are all standing looking in from a different position. Our view is not the only one. Taking a step back, or moving towards other people can refresh the view and give us fresh insights. It’s not always possible to remember to do this, especially with stress, work pressures, misunderstandings. Brining a third party in who is impartial can make a big difference. That person has to gain trust quickly and demonstrate that they are there to hear and encourage others to hear, take a step back and find a way forward. Sometimes we have to let go of something to not be dragged away.
Workplace mediation is all about bringing ease to being together and really hearing what the other has to say and what they are experiencing, setting aside our own ego and interests. It’s much like coaching. The coach holds space for the client to sometimes vent, make sense of what’s going on, let go and find a way forward.
It’s ok to disagree
We just need to learn how to do it without purposely offending, upsetting or bringing in the personal or emotional. We must take on board the perspective of the other and hear them before seeking a way to move forward. If done with humility and respect, there is usually space to do so.
If you’d like to know more about how I work with people experiencing challenging relationships / disagreements, get in touch catrinmac@gmail.com
