Shiv Martin's Blog

Mediation by an external third party is often seen as a go-to solution for workplace disputes. However, in my experience, it’s not always the best approach. Workplace conflicts are rarely confined to just an interpersonal dispute. Bringing in a mediator to resolve one issue might address the symptoms, but it’s unlikely to transform the underlying conflict culture of an organization. If you're an HR practitioner or People Leader seeking more support in managing workplace confl

In my view, the best negotiator is an adaptable and responsive negotiator who knows how to read the room. It’s not just about sticking to one approach or being rigid in your style; it’s about understanding the dynamics at play and adjusting your strategy accordingly. Whether you're in a boardroom or handling a workplace dispute, the ability to pivot between different negotiation styles as the situation demands is what sets truly effective negotiators apart. We each have our d

Essential Skills to Manage Conflict in the Care Sector: A Guide for Professionals As a mediator working with organisations delivering disability, aged care, and healthcare services, I've observed that managing conflict effectively is crucial for maintaining the well-being of both staff and clients. Conflict is inevitable in the care sector, and when mismanaged it threatens the quality of the care itself. I find that as a mediator, trainer and coach, I have a lot to offer clie

#teammanagement #leadership #conflictresolution #workplacesdisputes Tailoring Dispute Resolution for Effective Team Management Effective...

Workplace disputes are inevitable in any organization, but how they're managed can make a world of difference to the overall work environment and productivity. From my extensive experience in mediating disputes, particularly within the context of discrimination, privacy and Fair Work disputes, I’ve seen firsthand how mediation can transform conflict into collaboration. I've also unfortunately seen how the mismanagement or avoidance of workplace conflict can lead to the loss o

In a workplace mediation, using an external, neutral third party to simply listen and acknowledge the concerns of parties to a dispute can have a transformative effective on workplace conflict. The art and skill of listening, without judgement, to acknowledge and validate the concerns of individuals so that they can move forward in resolving conflict is an essential mediator skill set. It is difficult for internal stakeholders in a workplace (whether it be a manager or HR off

Meetings have a bad reputation. I have seen many memes and reels, depicting the pointlessness and frustration that accompanies meetings both in person and online. Most people I speak to hate meetings and would happily skip a meeting to keep going with their usual tasks. I am in the minority - I love a meeting. Being a (sometimes painful) extravert whose main drivers at work is relationships and creativity, the meeting environment is certainly my happy place. Equally, nothing

This week, I want to talk about trust in conflict resolution. Over the past few months, I have supported several different public service dispute resolution teams improve their dispute resolution processes and skills. In every case, an important objective has been to ensure that the dispute resolution conversation is trust-based . Public service dispute resolution work carries unique obligations and challenges. Not only are public service dispute managers required to effecti

Creative abrasion is necessary for innovation and growth in teams and organisations. Engaging in conversations at work that challenge the status quo, can carry great risk and great reward. This is why it's important to have a conflict expert to direct the conversation. During change, uncertainty or internal disruptions, organisations often turn to meetings as a tool to bring their team together and forge a pathway forward. Unfortunately, meetings are dreaded by most workers.