There are several types of Facilitated Discussions, provided by external facilitators and facilitated discussions provided internally by managers trained in our model with our embedded theory and deliverables.
Facilitated Discussions provided by external facilitators
Useful agreed agendas. Practical and respectful communication.
From small to large groups of up to 2500 people our expertise ensures the smooth running of productive meetings. Facilitated Discussion is useful for all types of groups such as special interest groups, commercial negotiations, workplace conferences, group discussions, "town hall" meetings, board meetings, decision making groups, multi-party disputes, indeed any meetings where a facilitator would be helpful to engage, motivate and include all participants, keep discussions on topic, moving forward, balanced, respectful, calm, co-operative, productive and on time. InterMEDIATE Dispute Management provides high level facilitation to ensure optimum outcomes every time, no matter what the topic or location.
Facilitated Discussions meetings ensures structure, context, adherence to ground rules, policy and procedures to deliver desired outcomes
Early intervention prevents escalation of disputes, saving your organisation time and money in avoidable processes and employing more formal processes, when issues that have escalated beyond the scope of local intervention.
InterMEDIATE Dispute Management Pty Ltd provides facilitated discussions true to the model of "transformative [Busher & Folger] in a comfortable work related setting to ensure productive discussions between your management, staff and other stakeholders when you need an impartial third party, or when you don't have the skills to do so yourself. Ours is a respectful and proven process which leads parties to developing robust agreements they can live with and which are reviewable by management and in the best interests of all parties.
Low level, non-serious disputes within a workplace, may also be handled by a manager at a local level, if appropriate. Often however, managers lack the skills to appropriately engage staff in the productive and open dialogue this requires. These managers are more likely to ignore the issues - allowing them to escalate, or to send them straight to H.R, which wastes the time and resources of the H.R. department who then have to process unnecessary grievance claims. Other managers without the necessary skills may "have a go" at assisting employees to resolve their dispute, only to make the situation worse.
LOCAL LEVEL RESOLUTION.
InterMEDIATE Dispute Management Pty Ltd provides training to managers, team leaders, and supervisors so they are able to respond competently and appropriately when low level workplace issues arise, such as allegations of minor breaches of the code of conduct, and non-serious complaints are made.
Managers who are skilled in the area of facilitating discussions between employees, gain the confidence, trust and respect of those whom they have assisted. To ensure high quality skills are maintained, managers can also receive ongoing assistance and skills updating after the training has taken place.
Our 2013 training includes:
- How to conduct an initial risk assessment when a complaint is received.
- To competently provide a facilitated discussion for staff experiencing conflict and other issues of a non-serious nature.
- Solo Facilitation of a discussion through practical knowledge and practice.
- Co-Facilitated Discussion for a procedurally fairer and more responsible management of workplace issues at a local level.
- Role plays and coaches to ensure competency and confidence in providing facilitated discussions.
Training includes facilitation of discussions, ongoing Conflict Management Coaching, as long after the training as needed. Importantly, managers are also trained to recognise when a dispute has gone beyond the level of Local Level Facilitated Discussion, to independent, professional Facilitated Discussion, Mediation or to a formal grievance procedure which requires investigation.
Utilising our model of Facilitated Discussion in the workplace means having managers, team leaders and supervisors able, ready and willing to manage interpersonal issues which are non-serious, in the workplace as they arise - as a method of early intervention -before issues have a chance to escalate.
Having a facilitator or co-facilitators in the workplace can reduce your WHS risks. You are more pro-active, will have fewer claims, reduced insurance premiums (conditions apply), reduced downtime as staff will feel less stressed and be more empowered through healthier workplace relationships leading to wellbeing.
See our training page for details of open training opportunities Australia wide.