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Provide a Facilitated Discussion for Staff to Help Resolve Non-Serious Issu...
Most managers, team-leaders and supervisors are promoted or hired because of their technical expertise, knowledge and experience. Not all however, can manage conflict between staff when it is first identified. Rather than ignore it, hoping that one will leave (losing valuable, trained staff), or waiting until it has gotten worse then sending it to HR to deal with, we believe that managers, team-leaders and supervisors can be trained to help their staff to resolve their issues.
Facilitated Discussion is a process in which the parties, who may be pairs or groups, with the assistance of a trained dispute resolution practitioner or manager (the Facilitator), identify problems or issues to be resolved. A goal for the facilitated session is agreed and a time frame for the meeting set for usually 1 to 1.5 hours. Extension to the meeting time or further sessions may be offered if the parties are progressing well and some issues remain to be resolved.
Facilitation may assist the parties to develop practical options, consider alternatives and endeavour to reach an agreement about restoration of their relationships at a personal and workplace level.
The facilitator has no advisory or determinative role on the content of the matters discussed or the outcome of the process. The facilitator’s role is to manage and facilitate discussion, so that people can, perhaps for the first time, hear how their behaviours are impacting on the other party and express how they are feeling as a result of what has and is happening.
Through facilitation, parties are assisted to reach their own common sense solution to their dispute and develop a better perspective on how this impacts on the other person as well as on their workplace and work colleagues.
The facilitation process generally follows a series of steps designed to resolve a non-serious and it is these steps which form the basis for this one day course.
You will find that staff are more likely to approach you for assistance at an early stage, when they know that you can really help.
Reduce absenteeism through stress leave, unexplained sickies, presenteeism, psycholgical and physical harm to staff, staff turnover, management time lost in commissions and tribunals, financial costs of litigation.
Increase morale, harmony, productivity and profits.
Recommended after having completed the Crucial Key Conversations course, by the end of this course you will have the tools to:
- Understand that early intervention is vital in resolving disputes
- Know that unresolved issues will fester and escalate
- Know how unresolved issues leads to loss of productivity and profits
- Encourage participation of those in conflict - the parties
- Provide confidentiality
- Provide an Initial Assessment
- Prepare the parties for the process
- Provide a Facilitated Discussion as an impartial facilitator
- Know when a higher level of assistance is required