Solutions
Leadership Development
Organizations are awkwardly trying to become better at responding to conflict. No one knows for sure what the best ways to go about such changes are. Therefore, there is merit in holding an experimental attitude. You make some changes and see how the organizational system responds. You build on what works and abandon or modify what does not.
Developing conflict competence involves culture change and in my view requires investment from senior leadership. Walking the talk is important. Such a project can be broken down into stages and there are numerous possible ways to begin.
If you have an interest in this topic I would value speaking with you. I think it is a tremendously important area and relevant for the world as a whole. Development of organizational conflict competence may facilitate learning and capacity building that enables humanity to deal more effectively with international conflicts.
Whether such lofty ideas appeal to you or not, ensuring that fewer squabbles escalate unnecessarily to harassment and bullying complaints is practically important for cost saving reasons if nothing else. This can be one of the concerns that generate an interest in organizational change. Whatever your concerns are, I have interest in the conversation.
Or, read some of my blog posts on leadership and conflict management. Post 93 is first in a series of posts on the topic:
You can read it here << #93 Eight Dimensions of Conflict Leadership >>
Services offered include:
- Consulting
- Workplace assessments or scans
- Development of conflict management policy and systems
- Restorative investigations
Formal Investigations
Formal investigations are called for when allegations are serious such as an assault or sexual harassment. They are based on interviews and other sources such as email records. They determine what occurred and if someone is at fault.
Unfortunately, they don’t usually repair harm done or address any associated conflict. They often increase distrust in workplace relationships and may further damage the associations that they focus on. If other options are available, other options are worth considering. In British Columbia WorkSafe BC allows employers latitude in how they respond to workplace bullying and harassment. Conversations with their personnel are often well-worth the time, even if they only confirm and support your planned course of action.
1-888-621-7233 WorksafeBC Health and Safety