Conflict Resolution for Organisations
Workplace & Organisational Conflict
Ongoing tension between colleagues or leaders
Conflict between a manager and a team member
Disputes about performance, conduct, or expectations
Breakdown of trust following a difficult incident or decision
Workplace complaints where parties want a respectful, structured process
Conflict arising during organisational change, restructures, or role transitions
Situations where formal investigation feels too adversarial or premature
Professional & Commercial Disputes
Conflict between business partners
Disputes between professionals and clients
Breakdown of working relationships between organisations
Matters referred by lawyers where parties want a non-litigious resolution
Situations where confidentiality, dignity, and speed matter
Leadership & Executive Disputes
Conflict between senior leaders or board members
Differences in vision, authority, or decision-making styles
Tension between founders, partners, or co-directors
Escalated disagreement that is impacting culture or performance
Situations where ongoing working relationships must be preserved
Values, Boundaries & Impact Conversations
Mediation and conflict resolution can also help when the issue isn’t “who’s right”, but impact.
When someone needs to be heard or acknowledged
When an apology, explanation, or change in behaviour is part of the resolution
When parties want clarity about boundaries going forward
When restoring respect is more important than splitting the difference
Family Business & Partnership Conflict
Conflict between family members working in the business
Succession planning disputes
Disagreement about roles, ownership, or future direction
Long-standing resentments affecting business decisions
Situations where emotional history is complicating practical outcomes
Frequently Asked Questions for Organisations About Workplace Mediation
How does workplace mediation support organisations?
Workplace mediation supports organisations by addressing conflict early, reducing risk, and minimising disruption. It provides a structured and confidential process that helps parties reach practical agreements without formal investigation or litigation.
Is mediation a substitute for formal workplace processes?
No. Mediation is not a substitute for formal processes where investigation or disciplinary action is required. It is an option that sits alongside existing frameworks and may be used before, after, or instead of formal action where appropriate.
Can mediation reduce organisational risk?
Yes. When used appropriately, mediation can reduce the likelihood of escalation, complaints, and claims. It also demonstrates that an organisation has taken reasonable steps to address conflict constructively.
How do we know if mediation is appropriate for our situation?
An experienced mediator will assess suitability by considering the nature of the conflict, power dynamics, safety issues, and organisational context. Mediation should only proceed where it is appropriate and safe to do so.
Does mediation work if relationships are already damaged?
Mediation can be effective even where relationships are strained, provided parties are willing to engage. The focus is on practical working arrangements rather than restoring trust or resolving every issue.
How confidential is mediation within an organisation?
Mediation discussions are confidential. Organisations are usually informed only of agreed outcomes where necessary, not the content of discussions, unless disclosure is required by law.
When Conflict Resolution Is Especially Effective
Conflict resolution is particularly valuable when:
Parties are stuck in cycles of blame, avoidance, or escalation
Communication has become emotionally charged or unproductive
The cost of ongoing conflict outweighs the cost of addressing it
Formal processes feel too rigid, legalistic, or damaging
There is a desire to move forward, even if agreement isn’t simple
Mediation is a structured, confidential process that helps people address conflict, clarify issues, and find a way forward.
It is not about forcing compromise, assigning blame, or deciding who is right or wrong. Outcomes may include agreement, clearer boundaries, changed expectations, or a decision to move forward differently.
Our process is designed to create clarity, trust and a path forward.
We are a group of doctoral-level psychologists who follow the AMDRAS process for conflict resolution and mediation
Initial consultation: Understanding the dispute, parties involved, and goals.
Preparation: Gathering relevant information and aligning participants on expectations.
Adivce and agreement: on best practice stucture for the mediation session (s)
Mediation session(s): Facilitated discussions in a structured, neutral environment.
Resolution & next steps: Clear agreements, actionable outcomes, and follow-up guidance.