We Are: Conflict Resolvers
Mediation & Informal Conflict Resolution:
Conflict is present in practically every interaction, particularly in the workplace.
This tension is needed for the growth of organisations and individuals but there are times when it can be damaging. Most often this is due to a fear of conflict which means it is avoided until this is no longer possible and it leads to an overreaction and an escalation. This can be very unpleasant and affects those directly involved and the wider team and its culture.
Conflict can actually be valuable and can show us what’s important and the areas where different values are present. If addressed proactively at the right time relationships can be restored and even strengthened. For those directly involved in the conflict, this can be difficult to do particularly when there are strong emotions present.
Helping to Restore the Relationship
Having someone to help mediate and facilitate discussions between those involved is often necessary. Formal conflict resolution involves investigation which is costly and takes a lot of time and effort from all those involved which is why it's important to attempt to resolve issues informally at an early stage if at all possible.
As well as helping to restore the relationship it is also required to mitigate the risk of legal claims.
We work with leaders in organisations,
CEOs, HR Managers &Directors
We help them resolve conflict effectively and quickly.
We have established long-term relationships so when conflict arises it can be dealt with quickly,
usually through mediation, by someone who has knowledge of the organisation, its people, and its culture.
Cube Mediation & Informal Conflict Resolution Services:
✓ Colleague mediation
✓ Manager & team member mediation
✓ Team mediation
✓ Facilitated discussions for informal resolution
✓ Conflict management coaching for individuals
✓ Restorative practices to restore relationships
✓ Training in informal conflict resolution
Resolution of Conflict
In recent years there has been a major move by the government to encourage the resolution of conflict at an early informal stage, for example through mediation, and this is written into legislation and codes of practice.
Having external support available can change the dynamic in a conflict situation, particularly when this is from a trusted source who understands the organisation’s needs.