All Posts by Catherine Gillespie

To Investigate or Mediate?

To investigate or mediate?

To investigate or mediate?

Sometimes managing staff can seem like a test of one’s skill to be able to delicately walk on eggshells, particularly when one staff member starts making veiled complaints about another.

No manager should dismiss or ignore such comments, avoid the conversation, or offer comments of consolation or agreement (either implicitly or explicitly).

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Eddie McGuire and The Bystander

Eddie McGuire and The Bystander

Eddie McGuire and The Bystander
The recent comments made by Eddie McGuire while commentating on the coin toss by Cynthia Banham has had plenty of air time. I question the co-commentators who were laughing and agreeing with Eddie’s comments.

What is their role as the ‘bystander’? We talk about the role of the witness in our bullying and harassment training, we coach staff to speak out and speak up. Mention the phrase: ‘The standard you walk past is the standard you accept’ and everyone nods in earnest agreement.

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Managing Narcissistic Behaviour in the Workplace

Managing Narcissistic Behaviour in the Workplace

Staff demonstrating narcissistic behaviours can undermine a company’s culture and character. Our Advanced Conflict Resolution training sessions can be tailored to include discussions on narcissistic behaviour. Discussions about behaviours in a workplace that may be influenced by one or more personality trait disorders can only be general in nature.

While the concept of ‘patterns of behaviour’ and typical types of behaviour can be discussed, specifically how the behaviour is revealed and therefore what strategies can be applied is most effectively explored in one of our Executive Coaching programs.

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Support Options For Workplace Investigation Complainants

If a complainant has a workplace investigation held against them what support can they call upon?

A complainant can be supported during a workplace investigation with a support person. In fact, anyone who is involved in a formal investigation, i.e. a complainant, respondent or even a witness, should be offered the right to have a support person present, throughout the process.

However, a support person is purely there to help show support. They are usually silent but can ask questions to help clarify the process.

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Why Managers Let Workplace Conflict Grow

Why Managers Let Workplace Conflict Grow

Managers play a crucial role in reducing interpersonal workplace conflict, but for a number of reasons they often don’t recognise when issues require intervention, a conflict resolution specialist says.

Conflict usually stems from one person’s interpretation of another’s behaviour, thinking and intentions, Workplace Conflict Resolution managing director Catherine Gillespie told HR Daily ahead of her upcoming webinar on managing personality conflicts at work.

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