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Presenter: Jan Elsley

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Fear of confrontation Fear of not being liked

Lack of experience /confidence

Fear of escalating the issue

Anxious about being accused of bullying

Input vs output (time and effort vs likelihood of success value)

Withdraw, attack, surrender, stand our ground.

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Functional conflict “Good conflict”› Stimulates creativity, interest, curiosity, great ideas,

different way of doing things, strongly expressedfeelings, arguing, motivation, group cohesion and

identity Dysfunctional conflict “Bad conflict”

› Unhealthy, destructive; impacts team andindividual, financial and productivity costs,

relationships, family; could result in litigation,criminal offence/fines

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Discomforts

Incidents

Misunderstandings

Tension

Crisis

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What types of conflict do you deal with/ areinvolved in?

› Determine where each of these are on the conflictladder.

› Identify what level the conflict is at.

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Let it go …

Deal with it yourself  Discuss with others who can support you Refer person to external resolution

practitioners

Refer to HR or senior organisational managerto resolve Refer to an external agency/legislative body

“Sort it out yourselves…” “Someone else can deal with it ….” “HR can deal with it…..”

“That’s the way things are done aroundhere…” “They’re always like that … you’ll get used to

it…”

“Out of sight, out of mind…”

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Listen, observe Identify what is happening – get the facts

Diagnose the conflict – the cause/severity

Identify how you will manage/intervene Know what resources to use or are available

When to act, how to act = important.

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Individual

When you … I felt …

In future ….

Supervisor I have been told, I noticed/saw …..

What is your version of what happened?

Is there any reason why this happened?

Your behaviour/action had an impact on the team/

‘John’ in the following ways ….This behaviour is not the way things aredone/acceptable because the team/’John’ ….

In future, I am expecting that ….

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Anti-discrimination and Human Rightscommissions Safe Work Australia

Draft Code of Practice: Preventing and Responding to WorkplaceBullying

Fair Work Commission, Public Sector Acts,

Professional body standards of practice Workplace policy, practices, procedures and

training• Anti-Discrimination policies and practices• Code of conduct, Performance management, Unsatisfactory

performance policies• Position requirements, regular review and development

meetings, workloads• Team goals, culture and development• Reward and recognition practices

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Fierce conversations (Susan Scott):• ‘Achieving success at work and in life one conversation at a time’.

HR Daily – articles and webinars

Workplace Health and Safety Queensland PROSCI change management practices and

principles – webinars, training LEADR – mediation, conflict coaching (CINERGY)

AHRI training and networks AIM events, mentoring programs and

networking ADCQ – training, information sheets,

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Jan Elsley(HR generalist, investigation and mediation practitioner)

0403662618

elsley.je@bigpond.com