WORKPLACE

Disputes between colleagues, line management issues and team disharmony are all too common, in
addition to the regular conflict in employer/employee and superior/subordinate relationships.
Unfortunately, there is also bullying and sexual harassment in the workplace. An employee affected
by any of this could consider conflict coaching as a first step, which can be tailored to be a first

session of a mediation session if the other party comes on board.

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Disputes at work can be stopped quickly with the help of a skilled mediator, so it’s vital to act before
matters escalate and involve management and HR. If it does “go upstairs” all concerned, including
management, should consider an outside independent mediator.

Declan as a former solicitor has been a volunteer for Lawcare, a Law Society-funded helpline for lawyers, and their staff, across the British Isles, including Ireland, for many years and is acutely
aware of the difficulties out there. He is a trained conflict coach with the world-renowned Cinergy group. He has written many articles on workplace dynamics,  one of which can be found in the blog section of this website. 

HR departments or management entrusted with employee relations could consider talking to us
from a preventative perspective. There may be measures that could be taken to avoid tension or conflict, such as outlining as complaints’ procedure or even offering the employee paid-for
consultation with a conflict coach.