This topic might make some of us break into a cold sweat – fostering healthy conflict at the workplace. I spoke with Kate Otting about this – as a mediator, she’s adept at handling conflict.

Kate is the head of Interaction Management Associates, specializing in mediation. She has an impressive career portfolio, having worked in South Africa, served as the Director of Mediation for the Iowa Peace Institute and the Arizona Attorney General, and currently holds the position of Director of Mediation for the City of Phoenix.

In this episode, Kate shares her insights on:

Understanding when conflict is healthy and when it is harmful. Hint: it’s harmful when it festers.
Techniques to engage in conflict with confidence and compassion. Pretend you’re watching it from a balcony!
The role of patience and understanding in managing conflict. Patience can be hard when emotions are running high.
Resources to help.

This episode is a goldmine for HR professionals seeking to foster a culture of healthy conflict resolution at their workplaces. Check out the link in the comments to watch the full episode!

Here are some links Kate has offered:

IMA courses: http://bit.ly/40AT5Be – save 30% on any course or bundle with promo code HRHUB

Free downloadable tools:
• Listening skills checklist
• Checklist for becoming a mediator
• Open-ended questions workbook
• How to Respectfully Disagree Like a Pro – workbook

Find me at thehrhub.ca.

The post From Mediation Skills To Conflict Confidence appeared first on HR West Consulting - Elevating Success.

Workplace culture is crucial for high performance and a big part of that is psychological safety: can your employees express themselves without fear of negative consequences?

Stephan Wiedner, coach and CEO of Noomii and COO & Co-Founder at Skillsetter, took me to task when I asked (on behalf of my husband) if this means we have to talk about feelings a lot more. The answer is yes. Yes: we need to talk about feelings, but we don’t have to become therapists. Other tidbits from Stephan:

He sees psychological safety as a proxy for high performance because there is considerable evidence about the correlation.

1⃣ Google conducted a significant study that found psychological safety to be the #1 predictor of the teams they rated as high performing.

Canadians beware! Politeness is not psychological safety!

This was a great conversation – I definitely built on my previous knowledge and I’m sold! Thanks Stephan!

Find Stephan on LinkedIn or at Skillsetter.

Find Andrea for HR consulting at www.thehrhub.ca.

The post Psychological Safety at Work appeared first on HR West Consulting - Elevating Success.