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Conflict is difficult for most human beings. In the workplace it can lead to intolerable stress on individuals and teams which can ultimately impact on the effectiveness of the whole organisation.

A company focus on resolving disputes often overlooks the far-reaching impacts that disputes and unresolved conflict can have on a workplace. Restorative workplaces understand that there is often ‘leftover’ bad feeling that can fester and grow if it is not appropriately addressed.

Restorative workplaces have skills and tools to provide those impacted with a safe environment to express their perspective and how they have been affected. It also provides those who have caused harm to acknowledge the impact of what they have done and give them opportunity to make amends.  These skills and tools can be effective in addressing issues before they escalate and in responding to unpredictable events such as a death or an injury that can traumatise a workplace.

Developing restorative workplace skills, tools and processes

• helps build and preserve teams,
• acknowledges the significant value placed in people in an organisation, and
• allows improved effectiveness and productivity.

Respectful behaviour does not just happen. It is the result of mindfully maintaining relationships and renegotiating behaviors to achieve the culture that a work group is aiming for. The intention for respectful behaviour is set at an organisational level, and we work with groups and teams to put this into action. We combine our diagnostics with group restorative process and team mediation.

Work that is high risk requires great systems and supports for people to work at their best: effectively, efficiently, safely while maintaining their health and wellbeing. Some industry examples are health care, fire and emergency, electricity supply, construction, aviation, manufacturing, waste management, primary industries, universities and more.

Groups sometimes struggle to work effectively through complex issues by themselves.

Rather than avoid issues, we can assist a group by facilitating a discussion or a meeting.

The role of the facilitator is to manage the conversation so that everyone is able to participate and, where there are contentious issues, facilitate the productive airing of differences of opinion so that the group achieves it’s agreed objectives.

Organisational leaders and people practitioners (HR, facilitators, mediators, health and safety practitioners) spend most of their time supporting others, often dealing with sensitive and confidential matters.

Professional supervision provides a regular opportunity for leaders and professionals to reflect on their practice with a skilled and supportive colleague. Sometimes this can be unpacking a tricky situation, or celebrating a success, or identifying areas for further growth.

Regular supervision provides an oasis for practitioners to safely reflect and to ready themselves for the next leg of the journey

Restorative practice refers to a relational way of responding to wrongdoing and conflict that seeks, above all else, to repair the harm suffered, and to do so, where possible, by actively involving the affected parties in facilitated dialogue and decision-making about their needs and obligations, and about how to bring about positive changes for all involved (Marshall. C).

Based on principles of inclusive decision making, active accountability, a commitment to repairing harm, rebuilding trust, and preventing re-occurrence, a restorative process aims to rebuild the implicit social contract through addressing hurt and harms and developing a joint plan for returning to a productive workplace.