Shiv Martin's Blog

#unreasonablecontact #workplacestrategies #effectiveconflictresolution For those who have experienced unreasonable conduct or conflict in...

#goodfaith #workplaceconflict #disputeresolution In the following article, I unpack the concept of good faith from a legal perspective....

#psychologicalhazards #vicarioustrauma #workplacecomplaints Vicarious trauma is a significant health and safety hazard for most conflict...

Emotional Intelligence, often abbreviated as EI or EQ, is the ability to recognise, understand, and manage our own emotions, as well as the ability to recognise, understand, and influence the emotions of others. This concept was made famous by Daniel Goleman in his groundbreaking book Emotional Intelligence: Why It Can Matter More Than IQ. In conflict, while our instincts are often to seek solutions to disputes through factual analysis, reasoning and debate, as Goleman’s book

Storytelling is a powerful tool that I have used to transform a conflict conversation. Humans have been telling stories for as long as we have been able to communicate. It is an art that can be very useful in conflict conversations. It is my role to assist parties to a conflict to tell their story so that they can achieve the following goals: 1. Emotional Connection: Stories make us feel the full range of emotions: joy, nostalgia, amusement, sadness, anger, fear, and empathy.

Conflict coaching is a specialised form of coaching designed to help individuals effectively manage and resolve conflicts. It involves working with a trained conflict coach who provides support, guidance, and strategies for addressing conflict situations constructively. Here's an overview of conflict coaching and how it can be applied to group conflicts. Conflict Coaching Overview: Individual Focus Conflict coaching is centred around the individual experiencing the conflict.

Having worked with over 20 different government agencies, Ombudsman organisations, Commissions and regulatory bodies, I am well aware that conciliation and other facilitative dispute resolution processes are practiced very differently between organisations. So how is it possible to develop and deliver training that is interesting, relevant and applicable in such a diverse area of practice? As I have shown in the image below, no two workshops I deliver are ever the same. Befor

Cultural competency is key to successful mediations and dispute management. There are many different definitions for the world culture. I like to think of it as a word that encompasses the way of life, communication, and interactions between individuals, as well as how individuals see themselves. All conflicts have a cross cultural element. Some more so than others. As mediators and complaints handlers it is important to understand the impact of culture while acknowledging th

What is facilitation? Facilitation is a process by which an independent third party works with a group of individuals to communicate collaboratively and constructively in relation to a particular agenda. There is generally an agreed set of objectives for the facilitation and then the agenda is created by the facilitator in consultation with facilitation participants. The meaning of facilitate is to ‘make easy’. In a facilitation a third party makes the conversation easier by