All Posts by Catherine Gillespie

Do You Need A Workplace Mediation Or An Investigation?

How does management know the difference between needing a mediation as opposed to a workplace investigation?

The warning signs to know whether to conduct a mediation or a formal investigation would be the number of allegations that have been included in the complaint letter and the nature of the allegations.

Sometimes when the word bullying is used people think automatically that it has to be a formal investigation because bullying is a very serious incident, if it is occurring. But many people are now using the words bullying and harassment without really understanding what they mean.

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Getting to the Heart of Conflict

Getting to the heart of conflict WPCR

‘Getting to the heart of conflict’ is the name of a book written by Professor Bernie Mayer, Lecturer in Negotiation and Dispute Resolution at Creighton University. I recently attended a workshop presented by Bernie. He offered a mixture of self reflection and group sharing opportunities along with offering the insights he has gathered, tested, and reflected upon over 30+ years of working in these fields.

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Should Every Workplace Complaint Be Investigated?

Does a detailed investigation have to be conducted for every formal complaint submitted to HR or management

Continuing our series of short videos on the subject of workplace investigations. It’s a subject that’s often misunderstood and even mishandled by leaders, managers and HR personnel. Today’s question… Some situations might require a formal investigation, where complainants, respondents and witnesses are interviewed separately and a formal report is prepared (with findings and recommendations), while […]

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Do You Have To Participate In A Workplace Investigation?

Does the complainant or respondent have to participate in a workplace investigation

Continuing our series of short videos on the subject of workplace investigations. It’s a subject that’s often misunderstood and even mishandled by leaders, managers and HR personnel. Today’s question… Though you might think it would be in the interests of a complainant to support their complaint or the interests of a respondent to defend a […]

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Is A Respondent Entitled To See A Workplace Complaint?

Should a Respondent to a Workplace Complaint Receive a Copy of the Complaint

Continuing our series of short videos on the subject of workplace investigations. It’s a subject that’s often misunderstood and even mishandled by leaders, managers and HR personnel. Today’s question…If a staff member submits a formal complaint, should that also be supplied to the respondent to that complaint? When a complaint is lodged, sometimes it’s done […]

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What Workplace Incidents Don’t Warrant A Formal Investigation?

What Sort of Workplace Incidents Do Not Warrant a Formal Investigation

Continuing our series of short videos on the subject of workplace investigations. It’s a subject that’s often misunderstood and even mishandled by leaders, managers and HR personnel. Today’s question…What is an example of an incident that doesn’t warrant a formal investigation? An example of an incident that doesn’t warrant a formal investigation would be something […]

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Why I Was In Conflict With You

Why I am in conflict with you… I am in conflict with you because I don’t trust you. I don’t trust you because you have done and said things that contradict what I think is acceptable. Behaviours (actions and comments) that I find acceptable are ones which: - Show me respect - Support my efforts - Align with my values - Do not make me feel uncomfortable or confronted - Are displayed consistently and in a transparent manner - Leave no room for me to second guess your intentions I am less likely to be in conflict with you if we share some aspects of commonality or relatedness. The more we share in common and the more times I have a positive interaction with you, the less chance there is for conflict.

Why I am in conflict with you…

I am in conflict with you because I don’t trust you.

I don’t trust you because you have done and said things that contradict what I think is acceptable.

Behaviours (actions and comments) that I find acceptable are ones which:

Show me respect
Support my efforts
Align with my values
Do not make me feel uncomfortable or confronted

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St John of God Leadership Program In East Timor

St John of God and WPHS East Timor Interview

As a community support initiative, we have been providing leadership training via the St John of God Social Outreach International Health Service Program in East Timor. The Health Manager Program was established to address leadership and management capability among nurses and other leaders at the Hospital Nacional Guido Valadares’ (HNGV) in Dili. St John of God […]

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