Developing new values and behaviours at work
Values and culture matter, if you’re going to reduce the costs of conflict.
You may have the most comprehensive strategy in place to deal with workplace conflict and the most up-to-date policies and procedures, but none of this is worth the paper it is written on if people do not feel able to speak out.
Recent whistleblowing cases in the NHS and elsewhere have ably demonstrated the human and financial costs of ignoring this foundation stone of conflict competence.
To be successful, your strategy needs to operate in a climate in which people believe they can:
- Speak out and be listened to
- Raise problems and have them taken seriously
- Challenge the behaviour and actions of colleagues, even those more senior than themselves
- Ask for help with specific development needs
- Tackle difficult situations with the support of the organisation behind them
Your organisational values and culture will make the difference to whether or not you are able to make the cost-savings you have identified in your business case. Your organisational values should be the cement that holds people’s relationships at work together, even when things go wrong. But if a situation starts to drift towards a conflict, when should you intervene in a low-level conflict, and how?
If a manager has the skills to address low-level disputes through discussion, it will save valuable management time in the long run, and avoid the negative impact of a conflict that has escalated.
I’m confident that we will make more use of mediation after this course. This was great training, as ever, from you.
This was very useful and has motivated me to do the Achieving Mediation Excellence audit
Just a note to say how useful this was: particularly the case study which has really given us some ideas to follow up.
If Carlsberg made mediation courses … The Professional Workplace Mediator course was without doubt the best training I’ve received – possibly even life changing. The course really did do what it said on the tin. From the moment we started the environment felt a safe place to be and a good place to be open to learn. The trainer really is in a class of his own knows “his stuff” inside and out. Awesome!
Working with such an experienced and professional organisation has been incredibly refreshing and our in-house mediation service has been enhanced as a result. The course was fantastic and people left feeling confident with the skills. The course content was comprehensive and the training techniques first class. The trainer worked with us to discuss service development and implementation. They provided a lot of supporting information which has helped immensely in getting this project off the ground.
My test of a good training provider lies not with it’s “off the shelf” courses, but in how it applies its skills to the context of the customer. The tailored mediation training provided by CMP not only met my benchmark test, but exceeded it by some margin.
From commissioning to organising the training, then the delivery and follow up CMP have been exceptional as they are interested not only in the quality of what they deliver but in the quality of what we as a customer can then do.
CMP were very flexible in meeting our specific needs. The trainer was very professional and all our mediators found the course challenging and thought provoking.
I thoroughly enjoyed the mediation training because it made sense and was delivered by someone who clearly knew what they were talking about. It was comprehensive and focussed on practice (in a practical sense). The trainer was very credible with an exemplary temperament!
Working with such an experienced and professional organisation has been incredibly refreshing and our in-house mediation service has been enhanced as a result. The course was fantastic and people left feeling confident with the skills. The course content was comprehensive and the training techniques first class.
CMP Resolutions has a wealth of experience in working with organisations to develop and roll out corporate values and in assessing and developing a culture that supports a robust approach to conflict resolution.
- Help you to develop your organisational values
- Support you in bringing them alive and establishing their credibility
- Audit your organisation’s culture and advise on where and how changes can be made
- Advise on the development of whistleblowing, mediation, bullying and harassment and dignity policies to underpin organisational culture and values
- Help you to communicate your organisation’s expectations
Download our paper which looks at the role that values can play in supporting a more constructive approach to difficult situations at work.