Shiv Martin's Blog

How can leaders improve work meetings with personality science? Using George Kelly’s Personal Construct Theory, this blog explores why participants walk away with different experiences and how workplace facilitation, mediation, and conflict resolution training can make meetings more inclusive, structured, and productive.

What is narrative practice in mediation, and how does it transform workplace conflict resolution? Learn how storytelling helps leaders, HR, and complaints teams shift from blame to collaboration, rebuild trust, and unlock values-driven outcomes. Explore Shiv Martin Consulting’s mediation and training services today.

In the age of AI, conflict management remains a deeply human skill. Workplace conflict resolution training and mediation services help leaders build trust, psychological safety, and resilience. Learn why empathy, communication, and conflict coaching are essential for thriving workplaces in today’s complex environment.

Complaints and conciliation staff face unique psychosocial hazards, with some of the highest rates of mental health claims in Australia. This blog explores how workplace design, environmental psychology, and conflict resolution consulting can improve staff wellbeing, resilience, and performance in high-stress roles.

High-conflict complainants challenge fairness, wellbeing, and efficiency in complaints handling. By embedding inclusivity, procedural fairness, and WHS protections, organisations can safeguard staff, maintain trust, and strengthen justice processes. Explore practical strategies and training to manage querulous complainants safely and effectively.

Facilitated conversations provide a structured, neutral way to resolve workplace disputes across government, healthcare, education, and corporate settings. Discover how they work, when to use them, and why they can save time, stress, and cost compared to formal complaints processes.

Conflict at work is inevitable, but it doesn’t have to derail your business. Discover how mediation, facilitation, and coaching can transform difficult conversations into stronger teams, healthier systems, and long-term business resilience.

True change management is as much about navigating human behaviour as it is about rolling out systems. While it may be easy to change back and forth between technology systems, team culture is much harder to bring back once lost, and nothing threatens a team’s cohesiveness like organisational change.

Explore how mediation, leadership coaching, and Social Identity Theory offer practical ways to rebuild trust in institutions. A must-read for mediators, conciliators, and government dispute resolution professionals.

If you manage a body corporate or strata community, you already know: conflict is not a matter of if, but when. From noisy neighbours to funding disputes, shared living brings together a wide range of personalities, expectations, and values all within the confines of complex regulations and laws.

In every workplace I visit, whether it is a government agency, a school, or a fast-growing business, I see the same pattern. Teams do not fall apart because of one big blow-up. They start unravelling when hard conversations are avoided by leadership for too long. Time and time again, I see that the single business factor that impacts team culture is the ability of leadership to connect and earn the trust and respect of their team. 

Whether you're a practising mediator looking to upskill, preparing for your NMAS accreditation, or simply curious about how mediation works behind the scenes, this article offers practical insight you can apply right away.