Global Mindful Solutions

Wondering how you can resolve these top seven workplace issues through conflict resolution? Here's what Dawn Stone, workplace conflict consultant and coach, has to say. 1. Employee engagement and productivity: "Implementing effective conflict resolution strategies means improved communication and a stronger team alignment with limitless agility. When this intentional alignment exists, people managers are able to navigate conflict by learning the triggers and traits of each leader. This results in employees who are not just present, but are actively engaged and highly productive. Start by asking the right questions. Look for the free download on tomorrow." 2. Talent acquisition and retention: "A robust conflict management system makes your workplace a magnet for top talent. It also soothes the rough edges that might otherwise lead to talent churn. This is accomplished by having company wide training from an outside consultant with expertise in inclusive leadership and human development experience/expertise. I often take clients on a “what if” journey in their first session to release the anchor of “status quo” so we can define their next step in attracting, hiring, developing, and retaining their best future employee." 3. Workplace culture and morale: "Conflict resolution isn’t just about quelling disputes; it’s about valuing diverse opinions and fostering a culture where everyone feels seen and heard. This boosts morale and fortifies your company culture. Period." 4. Leadership development: "When leaders are equipped with conflict resolution tools, they lead with empathy and inspire their teams. They transform challenges into lessons and conflicts into collaboration. The secret to leadership development is asking the leaders what they want and actually listening and supporting them in their journey." 5. Change management: "By fostering open, empathetic communication and actively involving employees in the change process, conflict management helps to build trust, reduce anxiety, and secure buy-in. Those who complain most often become my test team to identify all of the gaps and help leadership develop contingency plans and training for the transition." 6. Conflict resolution: "I encourage leaders to take personality and conflict assessments to help leaders understand how they are perceived and how they perform based on their styles. Implementing conflict resolution tools and fostering effective communication within teams can dramatically improve interpersonal relations and productivity." 7. Employee wellness and mental health: "By integrating mental health support into the workplace, such as providing access to counseling services, training managers to recognize signs of distress, and fostering an open dialogue about mental health, companies can significantly improve their workforce’s productivity and engagement." Read more at Mediate.com #workplaceconflict #conflictresolution

What are the strategies leaders can implement to help their teams and organization recover after workplace investigation? Recovering from the mental toll of workplace conflict involves a combination of personal strategies, organizational support, and professional help. Here are some effective strategies to manage and recover from the mental impact of workplace conflict. ✅ Acknowledge and Validate Your Feelings: The first step in recovering from workplace conflict is acknowledging your emotions. Recognize the feelings of stress, anger, or frustration that may arise and validate them. It’s essential to understand that these emotions are normal responses to conflict and that addressing them is crucial for recovery. ✅ Seek Support from Colleagues or Mentors: Engaging in open and honest conversations with trusted colleagues, mentors, or supervisors can provide valuable support and perspective. Sharing experiences and discussing feelings can help alleviate the emotional burden and promote a sense of belonging and camaraderie among team members. ✅ Develop Healthy Coping Mechanisms: Adopting healthy coping mechanisms, such as mindfulness, deep breathing exercises, physical activity, and journaling, can help manage stress and anxiety. Practicing mindfulness, for example, can help individuals stay grounded and focused during challenging situations, promoting emotional resilience. ✅ Establish Clear Boundaries: Setting clear boundaries between work and personal life is essential for maintaining mental well-being. Employees should prioritize self-care and ensure they have time to disconnect from work-related stressors. Establishing boundaries also involves managing workload expectations and advocating for reasonable accommodations when needed. ✅ Seek Professional Help: For some individuals, the mental toll of workplace conflict may be severe enough to require professional intervention. Consulting with a mental health professional, such as a psychologist or counselor, can provide tailored strategies for managing stress, anxiety, and other related symptoms. ✅ Leverage Conflict Resolution Resources: Many organizations provide conflict resolution resources, such as mediation services, employee assistance programs (EAPs), or access to conflict management training. Leveraging these resources can help employees navigate conflict more effectively and restore a sense of balance and well-being. ✅ Focus on Solutions and Moving Forward: Instead of dwelling on the conflict, focus on finding constructive solutions and moving forward. This might involve developing better communication skills, understanding different perspectives, or working collaboratively to create a more positive work environment. Read our article for more. #workplaceinvestigation #workplaceconflict #conflictresolution

Our latest article outlines the critical aspects of wrongful termination in Ontario, the legal framework, potential remedies, and what employees should know when facing a wrongful dismissal. Check it out! What constitutes wrongful dismissal in Ontario? Lack of Just Cause: If an employer dismisses an employee without just cause, they must provide either reasonable notice or pay in lieu of notice. Just cause typically involves serious misconduct, such as theft, dishonesty, or gross incompetence. If such cause does not exist, the dismissal may be deemed wrongful. Insufficient Notice or Severance: Under the ESA, the minimum notice period or severance pay is calculated based on the employee’s length of service. For example, an employee with three years of service is entitled to at least three weeks’ notice or pay in lieu thereof. However, common law notice often exceeds ESA minimums and is determined based on factors like age, length of service, position, and availability of similar employment. Constructive Dismissal: Constructive dismissal occurs when an employer makes significant unilateral changes to the terms of employment (e.g., demotion, significant pay cut, or relocation) that are unacceptable to the employee. The employee may treat this as a termination and seek compensation. Read our article for more. #wrongfuldismissal #labourlaws

Workplace disputes are inevitable and can be detrimental to the overall productivity and harmony of the organization. Therefore, understanding the role of hashtag #emotionalintelligence in hashtag #conflictresolution can help employees effectively manage conflicts and improve workplace relationships. First, what are the signs of emotional intelligence? ☑️ 1. The ability to perceive emotions – the first step is to accurately identify emotions and how they present in nonverbal signals such as facial expressions and body language. ☑️ 2. The ability to understand emotions – the emotions we identify can have a range of meanings and may not be directly related to a specific workplace situation though it may come out during office hours. ☑️ 3. The ability to reason using emotions – this step involves actively leveraging your emotions to stimulate cognitive activity and reflection. ☑️ 4. The ability to manage emotions – this crucial step towards EI enables individuals to regulate emotion and appropriately respond. Improving EI skills can take time and effort, but the benefits can be significant. Here are some strategies for enhancing EI skills for better conflict resolution: 🧠 Practice self-awareness 🧘 Practice self-regulation ❤️ Practice empathy 🤝 Practice social skills 🏆 Stay motivated 😊 Keep a positive attitude Read our article for more on emotional intelligence in the workplace and how your organization can be proactive in managing conflict. #conflictmanagement #workplacemediation

Les conflits sur le lieu de travail sont inévitables et peuvent nuire à la productivité globale et à l'harmonie de l'organisation. Par conséquent, comprendre le rôle de l’intelligence émotionnelle dans la résolution des conflits peut aider les employés à gérer efficacement les conflits et à améliorer les relations au travail. Premièrement, quels sont les signes de l’intelligence émotionnelle ? ☑️ 1. La capacité à percevoir les émotions – la première étape consiste à identifier avec précision les émotions et la manière dont elles se manifestent dans les signaux non verbaux tels que les expressions faciales et le langage corporel. ☑️ 2. La capacité à comprendre les émotions – les émotions que nous identifions peuvent avoir plusieurs significations et peuvent ne pas être directement liées à une situation professionnelle spécifique, bien qu’elles puissent se manifester pendant les heures de bureau. ☑️ 3. La capacité à raisonner en utilisant les émotions – cette étape consiste à tirer activement parti de ses émotions pour stimuler l’activité cognitive et la réflexion. ☑️ 4. La capacité à gérer les émotions – cette étape cruciale de l’IE permet aux personnes de réguler leurs émotions et de réagir de manière appropriée. L’amélioration des compétences en matière d’IE peut demander du temps et des efforts, mais les avantages peuvent être considérables. Voici quelques stratégies pour améliorer les compétences en matière d’IE afin de mieux résoudre les conflits : 🧠 Pratiquer la connaissance de soi 🧘 Pratiquer l’autorégulation ❤️ Pratiquer l’empathie 🤝 Pratiquer les compétences sociales 🏆 Rester motivé 😊 Garder une attitude positive Lisez notre article pour en savoir plus sur l’intelligence émotionnelle au travail et sur la façon dont votre organisation peut être proactive dans la gestion des conflits. #lagestiondesconflits #médiationenmilieudetravail

Comment le service des ressources humaines d’une organisation peut-il se préparer à une enquête sur le lieu de travail menée par un enquêteur tiers ? ✏️ Établir des politiques et des procédures solides ✏️ Maintenir une documentation précise ✏️ Conserver les preuves ✏️ Examiner les processus internes ✏️ Faire appel à un enquêteur ou à un médiateur tiers ✏️ Communiquer de manière transparente ✏️ Comprendre la nécessité d’une enquête RH ✏️ Sélectionner un enquêteur RH impartial ✏️ Notifier toutes les parties concernées ✏️ Décider d’un calendrier ✏️ Identifier les témoins clés ✏️ Préparer l’enquêteur ✏️ Établir un plan de communication clair ✏️ Maintenir la confidentialité ✏️ Coopérer pleinement ✏️ Éviter les représailles ✏️ Respecter les exigences légales ✏️ Documenter le processus et classer les rapports ✏️ Examiner les résultats et prendre les mesures qui s’imposent ✏️ Toujours assurer un suivi et enfin... ✏️ Apprendre et s’améliorer Les enquêtes ne sont pas une plaisanterie et, comme vous pouvez le constater, de nombreux éléments sont en jeu. Si cela n’est pas fait correctement, votre organisation peut être confrontée à de nombreux défis, tels que des frais juridiques coûteux, une baisse de productivité et une diminution de la satisfaction des employés. Si votre organisation est confrontée à un grave conflit interne, il est peut-être temps de consulter un professionnel tiers. N’importe qui ne fera pas l’affaire – il est extrêmement important d’effectuer des recherches et de choisir le bon enquêteur près de chez vous pour mener une enquête approfondie et impartiale sur le lieu de travail. L’objectif est d’obtenir tous les faits nécessaires pour prendre une décision réfléchie et informée sur la base des résultats du processus. Lisez notre article ou contactez Global Mindful Solutions pour plus d'informations sur la façon de démarrer votre enquête sur le lieu de travail. #enquêtessurlelieudetravail #résolutiondeconflit #processushr

How can an organization’s HR department prepare for a workplace investigation by a third-party investigator? ✏️ Establish solid policies and procedures ✏️ Maintain accurate documentation ✏️ Preserve evidence ✏️ Review internal processes ✏️ Engage a third-party investigator or mediator ✏️ Communicate Transparently ✏️ Understand the need for an HR investigation ✏️ Select an impartial HR investigator ✏️ Notify all relevant parties ✏️ Decide on a timeline ✏️ Identify key witnesses ✏️ Prepare the investigator ✏️ Establish a clear communication plan ✏️ Maintain confidentiality ✏️ Cooperate fully ✏️ Avoid retaliation ✏️ Comply with legal requirements ✏️ Document the process and file the reports ✏️ Review and act appropriately on findings ✏️ Always follow up and finally... ✏️ Learn and make improvements Investigations are no joke, and as you can see, there are a lot of moving pieces at play. If not done correctly, your organization can face many challenges, such as costly legal fees, decreased productivity, and decreased employee satisfaction. If your organization is facing a serious internal conflict, it may be time to consult a third-party professional. Not just anyone will do – it’s incredibly important to do your research and pick the right investigator near you to conduct a thorough, unbiased workplace investigation. The goal is to get all the facts required to make a thoughtful, informed decision based on the outcome of the process. Read our article or contact Global Mindful Solutions for more information on how to start your workplace investigation. #workplaceinvestigations #conflictresolution #hrprocesses

A 2024 survey by SHRM revealed that workplace "incivility," characterized by rude and disrespectful behavior, happens at a staggering rate of 2,000 acts per second. Additionally, the study showed that 66% of employees feel their managers are indifferent to such behaviour, focusing solely on advancing workplace initiatives. This data highlights not only the widespread occurrence of bullying and incivility in the workplace but also a perceived lack of empathy and effort to address these issues. Read more on this report at SHRM. #workplacecivility #workplaceconflict #conflictresolution

Wrongful termination in Ontario generally occurs when an employer terminates an employee without providing reasonable notice or adequate compensation, as mandated by the Ontario Employment Standards Act (ESA) and common law principles. The key elements of wrongful termination involve the following. ⚠️ Lack of Just Cause: If an employer dismisses an employee without just cause, they must provide either reasonable notice or pay in lieu of notice. Just cause typically involves serious misconduct, such as theft, dishonesty, or gross incompetence. If such cause does not exist, the dismissal may be deemed wrongful. ⚠️ Insufficient Notice or Severance: Under the ESA, the minimum notice period or severance pay is calculated based on the employee’s length of service. For example, an employee with three years of service is entitled to at least three weeks’ notice or pay in lieu thereof. However, common law notice often exceeds ESA minimums and is determined based on factors like age, length of service, position, and availability of similar employment. ⚠️ Constructive Dismissal: Constructive dismissal occurs when an employer makes significant unilateral changes to the terms of employment (e.g., demotion, significant pay cut, or relocation) that are unacceptable to the employee. The employee may treat this as a termination and seek compensation. The amount of compensation for wrongful termination varies widely based on individual circumstances. However, settlements generally include notice pay, severance pay, and, in some cases, additional damages for bad faith conduct by the employer or human rights violations. The average wrongful termination settlement can range from a few weeks to several months of salary, depending on the employee’s position, length of service, and the specifics of the case. Read our latest article for more details. #wrongfuldimissal #wrongfultermination #workplaceinvestigation

Recovering from the mental toll of workplace conflict involves a combination of personal strategies, organizational support, and professional help. Here are seven effective strategies to manage and recover from the mental impact of workplace conflict. 1. Acknowledge and Validate Your Feelings: The first step in recovering from workplace conflict is acknowledging your emotions. Recognize the feelings of stress, anger, or frustration that may arise and validate them. It’s essential to understand that these emotions are normal responses to conflict and that addressing them is crucial for recovery. 2. Seek Support from Colleagues or Mentors: Engaging in open and honest conversations with trusted colleagues, mentors, or supervisors can provide valuable support and perspective. Sharing experiences and discussing feelings can help alleviate the emotional burden and promote a sense of belonging and camaraderie among team members. 3. Develop Healthy Coping Mechanisms: Adopting healthy coping mechanisms, such as mindfulness, deep breathing exercises, physical activity, and journaling, can help manage stress and anxiety. Practicing mindfulness, for example, can help individuals stay grounded and focused during challenging situations, promoting emotional resilience. 4. Establish Clear Boundaries: Setting clear boundaries between work and personal life is essential for maintaining mental well-being. Employees should prioritize self-care and ensure they have time to disconnect from work-related stressors. Establishing boundaries also involves managing workload expectations and advocating for reasonable accommodations when needed. 5. Seek Professional Help: For some individuals, the mental toll of workplace conflict may be severe enough to require professional intervention. Consulting with a mental health professional, such as a psychologist or counselor, can provide tailored strategies for managing stress, anxiety, and other related symptoms. 6. Leverage Conflict Resolution Resources: Many organizations provide conflict resolution resources, such as mediation services, employee assistance programs (EAPs), or access to conflict management training. Leveraging these resources can help employees navigate conflict more effectively and restore a sense of balance and well-being. 7. Focus on Solutions and Moving Forward: Instead of dwelling on the conflict, focus on finding constructive solutions and moving forward. This might involve developing better communication skills, understanding different perspectives, or working collaboratively to create a more positive work environment. Read our latest article for more. #employeementalhealth #workplaceconflict #conflictresolution