Organisational & Workplace Mediation

shutterstock_121062250vvThere can sometimes be confusion as to what constitutes an organisational or workplace conflict. Most organisations exist in challenging environments. These challenges can sometime manifest directly on the people who work for those organisations. Many differences of opinion can occur during business operations, most of which get associated with the normal “cut-and -thrust” of an active workplace. There may be periods of high activity, stress or anxiety. These are not in themselves issues which would be regarded as conflict or even causes of conflict.

A workplace conflict is an argument, disagreement or relationship breakdown which becomes protracted and embroiled and threatens to affect the working lives of not only the participants themselves but also potentially those of their colleagues.



The point at which the risk to the workplace become serious is when it becomes personal or difficult to manage, when normal business explanations for actions or behaviours just do not stand up for one or more parties. At this stage the effect of emotion will be higher on behaviours than normal, and relationship dynamics will be become characterised by anxiety and unpredictability.


Potential root causes are competing personal values, resource allocations and/or business outcomes, but in essence conflict can find many innocuous antecedents.

Sometimes we refer to these as “personality conflicts”.


The following pages will describe the influences and types of workplace conflict

Rumi1blkvv“Out beyond ideas of wrong-doing and right-doing there is a field.

I will meet you there”


A certified mediator is non-judgmental and non-directive.

The mediation process is carefully controlled by the mediator to ensure that each party is treated equitably, respectfully and to the highest ethical standards.

The document which outlines this process is the European Code of Practice for Mediators.

This document can be found (here), and a link to the European Commission Justice Portal can be found (here).

mii_approved_mediator_2014_letter_markI know well the many pitfalls that employee relations can encounter. I believe passionately that the best chance of success in these situations lies in the use of proven methodologies by trained and experienced professionals.


Should you wish to discuss any type of dispute or conflict in your workplace with a view at attempting resolution, please do not hesitate to contact me for a free, no-commitment consultation. This can be done in person, by phone or online via Skype.

Any and all consultations are, and will continue to be, absolutely confidential, even if you decide not to proceed.

My practice operates strictly within the guidelines of the European Code of Practice for Mediators, details of which can be found here.

shutterstock_134674223smallRespect for client privacy and confidentiality are critical components of a professional mediation service.

Should you decide to contact me with regard to a conflict or dispute affecting you or your organisation be assured thatirrespective of the outcome of that contact your privacy will be maintained absolutely and indefinitely.

This includes social media such as Facebook or Twitter. I will not publish any online references ,discussions or reports on the activity of this service other than volunteered testimonials and recommendations.

Your legal rights to this privacy can be found at The Data Protection Commissioner’s website.

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