Mediation Conversations

People don’t get up in the morning to get in each other’s way.

See conflict differently

Sometimes it seems like we're all speaking a different language.

What if we actually were?

Fact: Every person speaks the 'language' of their natural motivation and talent. They act and communicate towards what drives them - all the time.

Why is this important? Because frustration and even resentment are common when others' motivation, words or actions differ from our own. In a team this can potentially erode or destroy trust, which prevents the synergy needed for great performance.

The good news? Most of the time the disconnect is completely unintentional - and a little translation goes a long way.

PlayNicely's unique mediation conversations help to translate expectation, understand intention and get people moving in
the same direction.

Talk to us about your team

Conflict dramatically impacts a team’s chances of success.

And there are 2 main types of workplace conflict that will affect happiness, confidence and performance significantly: Visible and invisible.

Visible conflict

Where negative emotions or differences have become openly or verbally expressed.

Signs to look out for:
Barbed comments; defensive arguments; not addressing someone directly; taking sides; gathering of support.

Invisible conflict

Often even more damaging and where negative emotion has been building but is unexpressed.

Signs to look out for:
Repeated, unexplained sick leave; procrastination on specific people's tasks; angry tears; 'loaded' silences.

Recognising the signs? So what now?
The job still needs to get done, so how do we move forward?

We talk about it. But there’s a way to do this. Safely, constructively and productively.

And we can help.

Conversational Mediation: Our process

The art of balancing emotion, creating space for differing opinions & collectively arriving at solutions.

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We talk through what’s happening in the team and who is being impacted.

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Analysis of motivational factors based on Full 34 CliftonStrengths assessments.

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Agree on a course of action and preferred outcome.

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Individual and/or mediated conversations with those involved.

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Adoption of an agreed resolution or way forward.

Ask about mediated conversations

When you need it

What are mediated conversations best for?

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Personality conflicts: There’s a perceived personality or work style conflict impacting productivity, team culture, morale or performance.

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Onboarding : Identify and manage instinctive expectations around work and relating style from day 1. Give your new hire the best chance to succeed.

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When an informal, pre-emptive approach is needed.

How can we help?

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"This has really helped me see my colleague differently. I'm not taking what they do personally any more".
- Fin services team member

We help teams be more okay with each other, so they can go further, faster.

Defusing frustration and disconnection before it becomes a damaging dispute.

Bridging the translation gap between intention and perceived action.

Teaching people how to manage expectation so they trust each other for the right things.