Conflict Resolution

Conflict Resolution

Resolve Workplace Conflicts
and Foster Growth

Every professional environment encounters conflicts; however, with the correct perspective and approach, these challenges can be transformed into opportunities for growth. Our range of Conflict Resolution services are designed to support challenges into paths for enhanced understanding and collaboration.

Find out more

Find out more

Services

Services

Two-party Mediation

By offering a structured yet flexible setting, we support constructive dialogues between disagreeing parties, ensuring that all voices are acknowledged and respected.

Two-party Mediation

By offering a structured yet flexible setting, we support constructive dialogues between disagreeing parties, ensuring that all voices are acknowledged and respected.

Two-party Mediation

By offering a structured yet flexible setting, we support constructive dialogues between disagreeing parties, ensuring that all voices are acknowledged and respected.

Group Workshops

Aimed at fostering a culture of cooperation and mutual respect, these workshops are designed to build collective conflict resolution skills, preparing teams to address and surmount challenges together cohesively.

Group Workshops

Aimed at fostering a culture of cooperation and mutual respect, these workshops are designed to build collective conflict resolution skills, preparing teams to address and surmount challenges together cohesively.

Group Workshops

Aimed at fostering a culture of cooperation and mutual respect, these workshops are designed to build collective conflict resolution skills, preparing teams to address and surmount challenges together cohesively.

Supportive Conversations

Through facilitated, guided discussions, we promote empathy, resolution, and a positive trajectory forward for all participants involved.

Supportive Conversations

Through facilitated, guided discussions, we promote empathy, resolution, and a positive trajectory forward for all participants involved.

Supportive Conversations

Through facilitated, guided discussions, we promote empathy, resolution, and a positive trajectory forward for all participants involved.

One-to-One Conflict Coaching

This service focuses on developing bespoke strategies tailored to an individual’s unique situation, enhancing their abilities to manage and resolve conflicts.

One-to-One Conflict Coaching

This service focuses on developing bespoke strategies tailored to an individual’s unique situation, enhancing their abilities to manage and resolve conflicts.

One-to-One Conflict Coaching

This service focuses on developing bespoke strategies tailored to an individual’s unique situation, enhancing their abilities to manage and resolve conflicts.

Workplace Mediation

Mediation is voluntary, a process led by an impartial third party - to help resolve conflict.

Conflict can happen in any employment relationship, and, left unchecked, it can escalate - potentially leading to sickness absence, grievance, disciplinary procedures or employment tribunals.

Mediation facilitates a conversation between 'parties' to resolve different disputes.

A two-party mediation costs £600 for up to one full day or £1,000 if split across two days.

If you have any questions or would like to book, email info@jakemorrison.co.uk or book a consultation call.

I passed an accredited workplace mediator course in January 2024 with CMC Fellow and Mediation Trainer Emma McAndry, becoming an Associate Mediator with CMC registration. In May 2024, following meeting the experience points system, I am now a CMC Registered Workplace Mediator.

Deciding on Mediation and engaging a Mediator

Mediation is a flexible and voluntary tool that can help address interpersonal tension early on. It is more likely to be successful before attitudes have hardened. Any agreement reached is morally made and not legally binding.

Once both parties are informed, the employer can engage a mediator. My role is to facilitate dialogue, not provide solutions or investigate. I will help everyone engage and explore the issues step by step, focusing on how to move forward.

Meeting the parties

I will contact the individuals involved individually to schedule a one-on-one meeting with them. The entire process is confidential, and during this initial meeting, I will explain the mediation process and listen to their situation, concerns, and issues. They can also ask any questions they may have about the process.

Additionally, we will discuss what outcome they would like to achieve from the mediation process. Since mediation aims to improve the situation, it is essential to have some hope about how things could be. As a mediator, I will review the information shared to determine if it is suitable for progressing to a joint mediation session.

The joint meeting

If both participants agree to progress to getting together in the room with the Mediator, this will take place as soon as possible.

Often, the meeting will occur on the same day or within a few days.

  • During the meeting, both parties will have uninterrupted speaking time to share the reason(s) for being here.

  • As the Mediator, I will summarise the areas of disagreement and any agreements shared in the opening statements to develop an agenda for the session.

  • Each issue will be explored, highlighting what has led to the current circumstances. This will allow each person to hear the other's perspective and promote looking for common goals and values.

  • We will shift the focus from the past to the future and explore how things can be.

  • As we go through the meeting, I will facilitate joint problem-solving and capture areas of agreement to develop workable outcomes and record any agreements reached.

  • At the end of the meeting, I will summarise and provide both participants with a copy of the agreement.

  • Agreements are not shared beyond the Mediation meeting unless felt appropriate by both parties.

  • If no agreement is reached, either participant can engage in other procedures, but nothing said in the Mediation can be used in future proceedings.

  • Parties often request that the process be able to continue if they feel progress has been made, even if they have not yet reached an agreement.

Mediation FAQs

What is Mediation?

Mediation is a tool to resolve workplace conflict or disputes. An informal dispute resolution, with a structured approach. Workplace Mediation allows parties to speak confidently in a safe and secure environment, and to encourage a mutual understanding in how to improve working relationships.

What is the point in Mediation?

Help parties involved in conflict to hold open conversations that would normally be too difficult to have Help parties to understand and empathise with each other’s emotions and situations. Explore all parties’ issues and concerns and use joint problem-solving to find a solution that each side feels is fair. Encourage communication and establish workable relationships. Help participants develop the skills to resolve workplace difficulties for themselves in future.

When is Workplace Mediation appropriate?

Different types of workplace

Will this be confidential?

Confidentiality is a key element of workplace mediation. What happens in the mediation process remains confidential unless the parties agree it can be shared. However, colleagues do not work in a vacuum, and it is important that mediation outcomes are practical in the workplace. While nothing is written on the employee record, it may be appropriate for HR and/or line/senior management to be aware.

Why book Mediation?

Workplace mediation has significant benefits for individuals but also their teams, line management and the wider organisation. Research from the CIPD shows that individuals will wrestle with a dispute or difficult relationship at work for at least six months before taking any action (such as speaking to HR). Experiences of conflict can lead to low morale, sickness, stress, absenteeism, and a decline in productivity. Management time spent on disputes can escalate quickly, and it can easily start to affect wider team members. It can lead to turnover and, ultimately, reputational damage. Mediation can be an extremely quick and effective way to head off all the negative aspects of conflict at the pass.

What is Mediation?

Mediation is a tool to resolve workplace conflict or disputes. An informal dispute resolution, with a structured approach. Workplace Mediation allows parties to speak confidently in a safe and secure environment, and to encourage a mutual understanding in how to improve working relationships.

What is the point in Mediation?

Help parties involved in conflict to hold open conversations that would normally be too difficult to have Help parties to understand and empathise with each other’s emotions and situations. Explore all parties’ issues and concerns and use joint problem-solving to find a solution that each side feels is fair. Encourage communication and establish workable relationships. Help participants develop the skills to resolve workplace difficulties for themselves in future.

When is Workplace Mediation appropriate?

Different types of workplace

Will this be confidential?

Confidentiality is a key element of workplace mediation. What happens in the mediation process remains confidential unless the parties agree it can be shared. However, colleagues do not work in a vacuum, and it is important that mediation outcomes are practical in the workplace. While nothing is written on the employee record, it may be appropriate for HR and/or line/senior management to be aware.

Why book Mediation?

Workplace mediation has significant benefits for individuals but also their teams, line management and the wider organisation. Research from the CIPD shows that individuals will wrestle with a dispute or difficult relationship at work for at least six months before taking any action (such as speaking to HR). Experiences of conflict can lead to low morale, sickness, stress, absenteeism, and a decline in productivity. Management time spent on disputes can escalate quickly, and it can easily start to affect wider team members. It can lead to turnover and, ultimately, reputational damage. Mediation can be an extremely quick and effective way to head off all the negative aspects of conflict at the pass.

What is Mediation?

Mediation is a tool to resolve workplace conflict or disputes. An informal dispute resolution, with a structured approach. Workplace Mediation allows parties to speak confidently in a safe and secure environment, and to encourage a mutual understanding in how to improve working relationships.

What is the point in Mediation?

Help parties involved in conflict to hold open conversations that would normally be too difficult to have Help parties to understand and empathise with each other’s emotions and situations. Explore all parties’ issues and concerns and use joint problem-solving to find a solution that each side feels is fair. Encourage communication and establish workable relationships. Help participants develop the skills to resolve workplace difficulties for themselves in future.

When is Workplace Mediation appropriate?

Different types of workplace

Will this be confidential?

Confidentiality is a key element of workplace mediation. What happens in the mediation process remains confidential unless the parties agree it can be shared. However, colleagues do not work in a vacuum, and it is important that mediation outcomes are practical in the workplace. While nothing is written on the employee record, it may be appropriate for HR and/or line/senior management to be aware.

Why book Mediation?

Workplace mediation has significant benefits for individuals but also their teams, line management and the wider organisation. Research from the CIPD shows that individuals will wrestle with a dispute or difficult relationship at work for at least six months before taking any action (such as speaking to HR). Experiences of conflict can lead to low morale, sickness, stress, absenteeism, and a decline in productivity. Management time spent on disputes can escalate quickly, and it can easily start to affect wider team members. It can lead to turnover and, ultimately, reputational damage. Mediation can be an extremely quick and effective way to head off all the negative aspects of conflict at the pass.

How does Workplace Mediation work?

There are 4 stages to mediation. Employer/'client' commissions independent mediator The Mediator meets with each party separately A joint meeting is held with both participants and the Mediator Follow-up

Booking a Mediator

Please email me at info@jakemorrison.co.uk

Individual Meetings

This is a chance for the mediator to listen to each perspective, understand their experience of the dispute, what they want to get from the process and to answer any questions the person might have. At this stage the mediator will usually get agreement from the parties to proceed to the joint meeting

The Joint Meeting

This is when the parties come together and have a facilitated dialogue. Usually, in most models of mediation, there is some uninterrupted time at the start of the session, when each person takes it in turn to speak/listen. The mediator then uses facilitation and conversation management skills to help the parties identify the key issues and then talk through them to a mutually acceptable solution. Parties will often start talking about ‘the past’, things that have happened (grievances or experiences), but through the skills of the mediator, they will start to think about what they want now and in the future. There is usually a shift to future focused thinking which lead to identifying outcomes and mutually beneficial agreements. The agreements made at the end are sometimes written down but they may also be verbally agreed.

Follow-up

There is an offer of a follow up stage, this may be a few weeks later and is a chance to check in on how any agreements are working.

How does Workplace Mediation work?

There are 4 stages to mediation. Employer/'client' commissions independent mediator The Mediator meets with each party separately A joint meeting is held with both participants and the Mediator Follow-up

Booking a Mediator

Please email me at info@jakemorrison.co.uk

Individual Meetings

This is a chance for the mediator to listen to each perspective, understand their experience of the dispute, what they want to get from the process and to answer any questions the person might have. At this stage the mediator will usually get agreement from the parties to proceed to the joint meeting

The Joint Meeting

This is when the parties come together and have a facilitated dialogue. Usually, in most models of mediation, there is some uninterrupted time at the start of the session, when each person takes it in turn to speak/listen. The mediator then uses facilitation and conversation management skills to help the parties identify the key issues and then talk through them to a mutually acceptable solution. Parties will often start talking about ‘the past’, things that have happened (grievances or experiences), but through the skills of the mediator, they will start to think about what they want now and in the future. There is usually a shift to future focused thinking which lead to identifying outcomes and mutually beneficial agreements. The agreements made at the end are sometimes written down but they may also be verbally agreed.

Follow-up

There is an offer of a follow up stage, this may be a few weeks later and is a chance to check in on how any agreements are working.

How does Workplace Mediation work?

There are 4 stages to mediation. Employer/'client' commissions independent mediator The Mediator meets with each party separately A joint meeting is held with both participants and the Mediator Follow-up

Booking a Mediator

Please email me at info@jakemorrison.co.uk

Individual Meetings

This is a chance for the mediator to listen to each perspective, understand their experience of the dispute, what they want to get from the process and to answer any questions the person might have. At this stage the mediator will usually get agreement from the parties to proceed to the joint meeting

The Joint Meeting

This is when the parties come together and have a facilitated dialogue. Usually, in most models of mediation, there is some uninterrupted time at the start of the session, when each person takes it in turn to speak/listen. The mediator then uses facilitation and conversation management skills to help the parties identify the key issues and then talk through them to a mutually acceptable solution. Parties will often start talking about ‘the past’, things that have happened (grievances or experiences), but through the skills of the mediator, they will start to think about what they want now and in the future. There is usually a shift to future focused thinking which lead to identifying outcomes and mutually beneficial agreements. The agreements made at the end are sometimes written down but they may also be verbally agreed.

Follow-up

There is an offer of a follow up stage, this may be a few weeks later and is a chance to check in on how any agreements are working.

Who is the Mediator?

Bookings made here will be with Jake Morrison

What does the Mediator need from me?

Part of the mediators role is to help you identify your underlying needs that are impacting on the issues you are concerned about, what it is in the current situation that you are not getting and what, ideally you would like from the workplace, your colleagues. Rather than identifying our needs, we often focus on our positions when we are in conflict. A position is something someone decides would create a solution to their concerns. They are understandable, but they are not always in our best interests. Positions can be limiting and only help parties remain stuck, whereas recognising and working on your needs will enable you to move on. To make sure you move away from positions, the mediator will expect you to: Remember what is important to you in the long term – what is at stake if this dispute keeps escalating? Ask yourself, ‘do I want this to work?’ – to use this as a positive opportunity to think about and plan for the future Try to resolve the past, or move past it to think about the future Hear people out – be prepared to listen to another person’s point of view. Be creative – to work with the mediator and other parties to think about different ways and ideas to meet your needs, and ultimately get what you want Be honest about how you are feeling Talk! Talking is not the same as agreeing – you do not have to agree with everything that is being discussed. Sometimes people do not talk in a mediation because they feel it is going to be held as evidence against them, or they just want the mediation to be over. By not engaging with the mediation you lose the opportunity to get the things that you need, or say things that others may need to hear Leave evidence gathering at the door. Mediation is not the space to either bring evidence or gather evidence – it is not about proving one person right above another. It is a chance to explore the things that are important to you and to understand what is important to your work colleagues and finding a mutually beneficial solution.

What can I expect from the Mediator?

While mediation is an informal process, it can still be quite intense for everyone involved. You should expect your mediator to make your meetings as easy and comfortable as possible given the situation. They should be trained to a minimum standard qualification of 40 hours, and meet all the standards required in the CMC Individual Membership Rules for regulation and be listed as a CMC regulated mediator. Your mediator(s) should: Make it clear that you are participating on a voluntary basis Help you to understand the process of mediation, Be clear about the requirement for confidentiality, including the duty to break confidentiality under certain circumstances (duty of care, harm etc) Remain neutral – they should not seek to move you to one particular outcome, unless that has been agreed as an option from the outset Remain impartial between parties Be clear about their independence and any conflicts of interest Understand how to keep appropriate boundaried confidentiality Check for additional needs, adjustments or specific arrangements to allow all people to participate Conduct sessions in a way that is inclusive and non-discriminatory Use language that is clear and accessible Be skilled at managing and facilitating where there are different power dynamics Specifically address issues of power, oppression and discrimination in order to encourage differences to be understood respected and managed effectively Be clear with parties as to how they wish their agreement to be recorded and communicate to others who may need to know. Accept constructive feedback

Key skills required of the mediator

Impartial Empathetic Independent Confidential Rapport building

Who is the Mediator?

Bookings made here will be with Jake Morrison

What does the Mediator need from me?

Part of the mediators role is to help you identify your underlying needs that are impacting on the issues you are concerned about, what it is in the current situation that you are not getting and what, ideally you would like from the workplace, your colleagues. Rather than identifying our needs, we often focus on our positions when we are in conflict. A position is something someone decides would create a solution to their concerns. They are understandable, but they are not always in our best interests. Positions can be limiting and only help parties remain stuck, whereas recognising and working on your needs will enable you to move on. To make sure you move away from positions, the mediator will expect you to: Remember what is important to you in the long term – what is at stake if this dispute keeps escalating? Ask yourself, ‘do I want this to work?’ – to use this as a positive opportunity to think about and plan for the future Try to resolve the past, or move past it to think about the future Hear people out – be prepared to listen to another person’s point of view. Be creative – to work with the mediator and other parties to think about different ways and ideas to meet your needs, and ultimately get what you want Be honest about how you are feeling Talk! Talking is not the same as agreeing – you do not have to agree with everything that is being discussed. Sometimes people do not talk in a mediation because they feel it is going to be held as evidence against them, or they just want the mediation to be over. By not engaging with the mediation you lose the opportunity to get the things that you need, or say things that others may need to hear Leave evidence gathering at the door. Mediation is not the space to either bring evidence or gather evidence – it is not about proving one person right above another. It is a chance to explore the things that are important to you and to understand what is important to your work colleagues and finding a mutually beneficial solution.

What can I expect from the Mediator?

While mediation is an informal process, it can still be quite intense for everyone involved. You should expect your mediator to make your meetings as easy and comfortable as possible given the situation. They should be trained to a minimum standard qualification of 40 hours, and meet all the standards required in the CMC Individual Membership Rules for regulation and be listed as a CMC regulated mediator. Your mediator(s) should: Make it clear that you are participating on a voluntary basis Help you to understand the process of mediation, Be clear about the requirement for confidentiality, including the duty to break confidentiality under certain circumstances (duty of care, harm etc) Remain neutral – they should not seek to move you to one particular outcome, unless that has been agreed as an option from the outset Remain impartial between parties Be clear about their independence and any conflicts of interest Understand how to keep appropriate boundaried confidentiality Check for additional needs, adjustments or specific arrangements to allow all people to participate Conduct sessions in a way that is inclusive and non-discriminatory Use language that is clear and accessible Be skilled at managing and facilitating where there are different power dynamics Specifically address issues of power, oppression and discrimination in order to encourage differences to be understood respected and managed effectively Be clear with parties as to how they wish their agreement to be recorded and communicate to others who may need to know. Accept constructive feedback

Key skills required of the mediator

Impartial Empathetic Independent Confidential Rapport building

Who is the Mediator?

Bookings made here will be with Jake Morrison

What does the Mediator need from me?

Part of the mediators role is to help you identify your underlying needs that are impacting on the issues you are concerned about, what it is in the current situation that you are not getting and what, ideally you would like from the workplace, your colleagues. Rather than identifying our needs, we often focus on our positions when we are in conflict. A position is something someone decides would create a solution to their concerns. They are understandable, but they are not always in our best interests. Positions can be limiting and only help parties remain stuck, whereas recognising and working on your needs will enable you to move on. To make sure you move away from positions, the mediator will expect you to: Remember what is important to you in the long term – what is at stake if this dispute keeps escalating? Ask yourself, ‘do I want this to work?’ – to use this as a positive opportunity to think about and plan for the future Try to resolve the past, or move past it to think about the future Hear people out – be prepared to listen to another person’s point of view. Be creative – to work with the mediator and other parties to think about different ways and ideas to meet your needs, and ultimately get what you want Be honest about how you are feeling Talk! Talking is not the same as agreeing – you do not have to agree with everything that is being discussed. Sometimes people do not talk in a mediation because they feel it is going to be held as evidence against them, or they just want the mediation to be over. By not engaging with the mediation you lose the opportunity to get the things that you need, or say things that others may need to hear Leave evidence gathering at the door. Mediation is not the space to either bring evidence or gather evidence – it is not about proving one person right above another. It is a chance to explore the things that are important to you and to understand what is important to your work colleagues and finding a mutually beneficial solution.

What can I expect from the Mediator?

While mediation is an informal process, it can still be quite intense for everyone involved. You should expect your mediator to make your meetings as easy and comfortable as possible given the situation. They should be trained to a minimum standard qualification of 40 hours, and meet all the standards required in the CMC Individual Membership Rules for regulation and be listed as a CMC regulated mediator. Your mediator(s) should: Make it clear that you are participating on a voluntary basis Help you to understand the process of mediation, Be clear about the requirement for confidentiality, including the duty to break confidentiality under certain circumstances (duty of care, harm etc) Remain neutral – they should not seek to move you to one particular outcome, unless that has been agreed as an option from the outset Remain impartial between parties Be clear about their independence and any conflicts of interest Understand how to keep appropriate boundaried confidentiality Check for additional needs, adjustments or specific arrangements to allow all people to participate Conduct sessions in a way that is inclusive and non-discriminatory Use language that is clear and accessible Be skilled at managing and facilitating where there are different power dynamics Specifically address issues of power, oppression and discrimination in order to encourage differences to be understood respected and managed effectively Be clear with parties as to how they wish their agreement to be recorded and communicate to others who may need to know. Accept constructive feedback

Key skills required of the mediator

Impartial Empathetic Independent Confidential Rapport building

Availability

Conflict Coaching

Conflict coaching is a process where, through one-to-one support, individuals can be enabled to improve their interactions with others and explore how to manage conflicts.

This is future-focused and is not designed to delve into the past. 

I deliver the New Ways for Work® coaching model - a skills-based coaching process to gain or strengthen four key conflict resolution skills.  

It is designed to be simple and repetitive so that we can apply it in our everyday lives, particularly in the workplace - even during stressful times.

This is suitable for anyone interested in improving their interpersonal skills at work, including those who haven't had any conflict problems and for those with potentially higher conflict experiences.

The four key skills explored through the coaching and workbook are:

  1. Flexible thinking

  2. Managed emotions

  3. Moderate behaviours

  4. Checking yourself

There are three key sessions to the coaching and several optional add-on sessions. 

If you want to discuss this coaching in a short call, please email info@jakemorrison.co.uk or schedule a video call.

PLEASE NOTE: I do not provide therapy or counselling.

4 Big Skills™ and New Ways for Work® are ©2023 High Conflict Institute LLC. All rights reserved. These are registered trademarks owned by William A. Eddy, exclusively licensed to High Conflict Institute.

For Three Sessions Of Coaching

  1. Problems or Issues to Discuss
  1. Problems or Issues to Discuss

Explore the problems or issues you want to address in the coaching and identify general goals and plans for the sessions.

Explore the problems or issues you want to address in the coaching and identify general goals and plans for the sessions.

  1. The Four New Ways Skills
  1. The Four New Ways Skills

1. Flexible thinking
2. Managed Emotions
3. Moderate Behaviours
4. Checking Yourself

1. Flexible thinking
2. Managed Emotions
3. Moderate Behaviours
4. Checking Yourself

  1. Review and Personal Goals
  1. Review and Personal Goals

Continuing session 2 (four new ways skills), review where you are at, and if this is the final session, discuss how you may take this forward.

Continuing session 2 (four new ways skills), review where you are at, and if this is the final session, discuss how you may take this forward.

Optional/Additional Sessions

  1. Flexible Thinking: Making Proposals

  1. Managed Emotions: Calming Yourself

  1. Managed Emotions: Staying Calm Around Others

  1. Moderate Behaviours: BIFF Responses to Hostile Email

  1. Moderate Behaviours: Avoiding Extreme Behaviours

  1. Checking Yourself