Manager v ManagerThe Power of People: The Power of Planning

The problems

One female consultant in a team of three male consultants feels marginalised and undermined. The situation is deteriorating. The consultant is an asset to the hospital and if she were to leave for any reason it would be devastating. She refuses to work with at least one of her colleagues and has asked to raise a grievance against him.

The Sales Director on your Board is not “pulling his weight”. He spends excessively on trips abroad and refuses to “adapt to change”.  The Board believes that new products require development but this Director refuses to contribute to the discussion. Some high profile shareholders have raised disquiet but the feeling remains that the Sales Director is “Indispensable”.

Joint managers of your Social Media department were great friends until one had been off on maternity leave and the other had been running the department in her absence. The returning manager has found much has changed on her return and is resentful. The other misses the autonomy she enjoyed over the past twelve months. Both have fallen out and the “synergy” appears to be lost forever.

The solutions

Each of these cases example employees who are highly valued by the Company but there are “issues” that need to be resolved. Disciplinary action or grievance procedures are the last thing that is needed. Work Place Mediation techniques will get to the route of the issue, focus on the bigger picture, the “long game” and help those affected see that there is in fact a place for anyone who is valuable to the Company.

A day will be carved out for these issues to be resolved between the parties rather than become nothing more than a “burden” to HR. The organisation does not want to “lose the baby with the bath water”, but this can happen in a large organisation where there is a “meritocracy” and some seem to thrive whilst others fall by the way side and, potentially can bring the best down with them.

Our mediators understand these dynamics and will encourage each to examine their own position, and that of the other person first by a one to one meeting.

Witt the right encouragement, the right questions, our mediators have great success in these types of situations and perhaps suggest some changes in systems, communications or even some heightened “transparency”   so that each person can find , and remain comfortable with, his rightful place in the continued success of the organisation.

And Marcia Mediation in Business will be there for you afterwards to offer mentoring and apply conflict coaching to those affected so that those affected can develop and move forward from the experience with a more positive outlook.

Meet Marcia

A pioneer for mediation since commencing legal practice as a family solicitor some seventeen years ago Marcia has worked exclusively as an independent mediator since 2004, focusing initially on family mediation, and latterly on work place mediation.

Marcia’s accreditations include both Work Place and Family Mediation and she is a qualified child consultant practitioner. Her associations include the Professional Mediators Association and Resolution.

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