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.
The mediation training was one of the best courses I have attended throughout my career. A superb trainer with extraordinary levels of experience, capacity and energy and a great deal of theoretical and practical experience knowledge, Michael knows the subject matter inside and out!
I thoroughly enjoyed the the mediation refresher as the last time I saw a role play was almost 4 years ago! So it was great to observe and learn different techniques. Very friendly trainer, a great listener and very knowledgeable
A highly interactive and participative course; just what we wanted. The trainer was very experienced, using personal anecdotes to make scenarios ‘come alive’.
The mediation skills training gave me the opportunity to explore my own responses to conflict and learn ways to manage, reflect back what is being said, and start to move towards a resolution, providing me a very good role model for mediation.
CMP always go the extra mile because in addition to the mediation training and accreditation we also got support with difficult situations and participation in a network of mediators across the Public and Private sector where good practise was shared.
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.
This training was extremely timely for us as our mediators are increasingly being asked to work on multi-party cases; in fact we have already put the skills learnt on course into practice. The course really met our needs.
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.