Respectful workplaces foster healthy conversations where challenge is made to the what/why/when/how of work. Employees in respectful workplaces are better equipped for conversations that engender deep thinking, information processing and ‘conflict’ that allows them to navigate the ambiguous challenges and arrive at innovative and strategically aligned outcomes
Preventative Interventions
Read More "Preventative Interventions"Responsive Interventions
Read More "Responsive Interventions"Lencioni Live on Conflict
I had the good fortune of seeing Patrick Lencioni speak. Patrick Lencioni, the Five Dysfunctions author, was an entertaining, honestly simple and engaging speaker. You may recall our article last year, where we summarised some of Patrick’s thoughts on healthy conflict. When he spoke about conflict today, he pressed his …
Lencioni’s Healthy Conflict and How our Perceptions Matter
As promoted by Lencioni, embracing conflict and living near the middle of the continuum between “Artificial Harmony” and “Unhealthy Conflict” requires deep introspection about our approach to interactions at work. PEEL sees this foundation of interpersonal effectiveness at work arising from the accuracy of how we take perspective in relation …
Consolidation Conflict is a Positive Opportunity to Shape Future Culture
Change is challenging for most people, especially if they were not directly involved in decisions which may impact their jobs. Managing your people and workplace concerns during a period uncertainty is one of the most significant challenges to be faced by Leaders and HR practitioners. However, wide scale change is …
Supporting the respondent during a workplace investigation
PEEL’s message to clients to take care of respondents during investigations has been reinforced in a recent case considering a workplace harassment investigation. At a recent client breakfast, PEEL shared learnings from the 2016 International Association on Workplace Bullying and Harassment conference. We spoke about the importance of being mindful …
The fine line between workplace culture and the use of inappropriate language
Over recent months PEEL has conducted a number of investigations which have centered around the ever growing issue of inappropriate language in the workplace. The critical question we are often asked is where do we draw the line? What if it’s a slip of the tongue? What if it’s in …
Can a support person be an employee advocate?
Leaders are sometimes called upon to lead a performance management process for employees where there are issues of underperformance or misbehaviour. Emotions often run high during performance management meetings which can make them difficult to manage, especially when an external party is present as a support person. But what is …
A casual chat about performance – what are the risks?
Dealing with employee issues informally can be a great way of working to improve things gradually whilst maintaining healthy relationships. But what risks does informal management action represent? Is it OK to pull someone aside for a quick chat about their performance? Could this expose you to a bullying claim? …
Can customer feedback via social media amount to bullying?
Organisations are increasingly utilising their social media platforms to encourage customer feedback. So what happens when the feedback provided is abusive, defamatory, demeaning or belittling? Can the employer be liable for bullying or harassment from customers? Under the Fair Work Act repeated unreasonable behaviour by an individual or group of …
Lessons of a mediator
It’s not easy knowing when to mediate and, once you are in there, achieving a successful and sustainable mediation outcome. Like any other craft there are some tricks and techniques to help you along the way. Here are some key lessons learnt through our mediation practice that you may find …