Dispute Resolution in action
The head of a department reached out recently to discuss a situation between two employees.
They’ve been working together on the same team for the last year, providing support to each other in some very tense and difficult situations. However, missteps in communication flourish and biases and attitudes run rampant. The current now runs through the entire department.
Both are really good employees. Gender, generational and racial differences abound. Both blame the immediate supervisors for failing to curb inappropriate behaviors some nine months ago. There’s reluctance to move forward with mediation as the less tenured employee feels she’s tried to make amends but lacked support from her male supervisors. She’s at a loss and ready to walk.
Interestingly, the more seasoned employee feels he too has tried to make amends but rebuffed in his attempts. Both attempt to move on yet there’s no resolution.
Can this relationship be salvaged? I think so but it’s going to take some work, not just mediation. Some coaching to each employee but also to the head of the department and the immediate supervisors – it’s time to build psychological safety.
The many faces of Workplace Conflict
Long before COVID-19 kicked in, companies struggled to manage employees with health-related conditions that impacted their ability to be at work and perform the work, impacting productivity and profitability. I’ve been working with my business clients for more than two decades on these types of challenges and how to turn things around.
The current pandemic presents new challenges but we have some tried and true practices that can easily be applied to employees with underlying conditions impacted by COVID-19.
What we’ve accomplished through strategic and consistent planning is a significant improvement in employee retention, dramatic reductions in Workers’ Compensation and healthcare costs, and employees who are now engaged, loyal and proud to be affiliated with employers who cared when times got tough.
The messages sent throughout their industries and surrounding communities have bolstered reputations in ways that were previously unimaginable.
Facts that impact your organization
According to the Workplace Bullying Institute (2019), Workplace Bullying is real and serious in today’s globally challenged work environment:
- 61% of bullying comes from bosses or supervisors. Thirty-three percent comes from co-workers. The remaining 6 percent occurs when people at lower employment levels bully their supervisors or others above them.
- About 70% of bullies are male, and about 30% are female.
- Both male and female bullies are more likely to target women.
In 2008 only 20% of workforces were highly engaged, 60% marginally engaged and a dismal 20% disengaged (Gallup), which cost the American businesses billions. With investment into workplace culture - a shift to the needs of the people, not just the bottom-line for the shareholders clearly demonstrate that this kind of investment pays off. (Gallup, 2008)
Are these good reasons to listen to what your employees are saying?
Is it time to take a deeper dive into what’s brewing underneath the surface at your workplace?
These are the kinds of workplace scenarios that warrant attention through dispute resolution strategies before they become costly to YOUR organization.
About Dr. Debra Dupree
Dispute Resolutionist & Conflict Coach | Educator | Psychologist
Sometimes, people just don’t get along.
Co-worker relationships, bullying, and bad bossing are just a few of the examples for how relationships get damaged.
Having long been a pioneer in mediation with nearly 30 years of experience, Dr. D started applying dispute resolution strategies to workplace disputes in 1994 long before it became recognized by the Equal Employment Opportunity Commission (EEOC) as best practices for managing employment disputes. She became the National Director of Training for the Mediation Training Institute and achieved several recognitions and certifications advancing her skills, knowledge and leadership.
She didn’t stop there. She was recognized by the Federal Executive Board as a “Super Smart Mediator” for her leadership and mentorship to federal agencies in resolving workplace disputes. She achieved Advanced Professional status in Mediation by the Association for Conflict Resolution for Workplace Disputes in 2007. In 2009, she accomplished CINERGY certification as a Conflict Coach working one-on-one with leaders and employees on navigating through conflict when mediation wasn’t an option.
She brings all of this expertise to YOU through the Agile Workplace experience.
5 reasons to choose The Agile Workplace programs
Dr. D works with leaders and employees at all levels to leverage their mindsets for resolving differences that lead to workplace disputes and disruptions.
Here’s what you gain when working with The Mindset Doc:
Strength and courage in building connections through strategic communication
Repair and mending of damaged relationships and bruised egos
Competency in cultural differences for today’s diverse and inclusive workplace
Increased profitability with reduced absenteeism, health costs, and legal expenses
Gain strategies to build pathways for courageous and compassionate cultures.
Now, isn't that worth taking some action towards agile living?
The Agile Workplace Products and Services
Learn more about each service by clicking on the buttons below:
What is TAW Conflict Coaching Program?
Sometimes group sessions just don’t cut it.
Sometimes we gain most from some 1:1 time.
Sometimes coaching through conflict and difficult situations help us learn best on how to do things differently.
Through Coaching, you commit to a course of guided action that is guaranteed to make a difference in your life, your health, and your happiness!
The AGILE Workplace Mediation process starts with these key steps:
1. First, you book a complimentary “Let’s Talk” call to address the disputes (or issues) at hand.
2. Then, engage in individual 1:1 Pre-Mediation Sessions and submit your Consent to Engage in Mediation, which you will find here.
3. Finally, click here to schedule the 4-hour mediation session to navigate through your differences with the other person in conflict. This includes 3 hours of mediation and 1 hour for the mediation agreement.
The pricing is $2,997 for 10 hours of service, shared equally by the parties to the dispute.
NOTE: Additional sessions and costs may apply depending on the complexity of the situation.
Package pricing includes a Memorandum of Understanding (MOU) when the agreement is reached.
Click on the button below and let's start your journey!
The Interactive Process (TIP) is a way for the employee with the medical condition to work with their employer in a confidential process to explore how to restore the employee to full functioning in the essential functions of their job - with or without accommodation.
It's easy to start your TAW Leadership Bootcamp journey!
1. First, schedule a complimentary "Let's Talk" session to address your training interests and customized approaches.
This will help us better understand your needs and make a relevant offer that meets your expectations.
Click on the button below to book your call!
2. Then, a customized statement of work is prepared to outline your intended objectives and parameters.
This step marks a milestone to start a customized approach, that will be discussed on case by case basis.
The pricing is based on the scope of the project, so please reach out for more information.
What our clients say about The Agile Workplace
Del Mar School District (March 2020)
Once again, Dr. Dupree not only helped me understand this complex topic (ERTW Programs) but helped me ideate practices and processes which will make our district a better place to work and a safer place to be.
Realtor (January 2020)
Thank you for all your help, guidance and support getting me to where I now am and looking forward to growing even more. With your guidance, I was able to negotiate through some challenging conversations about my role and fair compensation. From the bottom of my heart, thank you.
State Parks & Recreation (September 2020)
You've been by far the single most supportive individual in this workplace drama going on for years. This case should have been closed and dealt with months ago and only with your follow-up support did I truly reach resolution. I give my absolute gratitude and appreciation for how you guided us through the process.
We've long built on what we technically know but not what we understand about ourselves and others.
Dr. Debra Dupree
The Agile Workplace is for YOU
If you are a manager who recognizes the importance of employee health and well-being to the bottom line, your reputation, and future growth potential.
If you are a manager who realizes that your employees are your most valuable asset in getting the work done and they need a safe environment to get that accomplished – not only physical, but also psychological.
If you are an employee confronted with bullying or bad bossing and it’s making you suffer health consequences or if you’ve developed a medical condition and not sure how to move forward.