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Vivian Scott
Vivian Scott is a Certified Mediator in private practice and volunteers at the Dispute Resolution Center of Snohomish & Island Counties. She is a member of the Washington Mediation Association.
Articles & Books From Vivian Scott
Cheat Sheet / Updated 02-22-2022
Conflict at work can be physically and emotionally exhausting, regardless of how directly you’re involved. Discover how to mediate a conflict in your workplace by following a set process and asking the right questions. And be prepared to use internal and external resources to help you resolve the conflict.Asking questions to help resolve a workplace conflictWhen you’re dealing with a conflict between yourself and a co-worker (your boss, a peer, or a subordinate), your focus is on resolving the conflict and improving the situation.
Article / Updated 03-26-2016
Professional mediators hear a lot of excuses for managerial inaction when it comes to employee conflicts. If you find yourself repeating one of these statements, find the resources you need, hone your coaching skills, have a productive conversation with a colleague, or try a new approach to an old problem.
“I don’t really know how.
Article / Updated 03-26-2016
As concerns about the workplace conflict are shared, listen closely to how he describes the situation. How each of you interprets the events gives you insight into how the conflict developed, what’s keeping it going, and what approaches you can collectively take that will lead you to solutions.
Bear in mind that even though both of you likely experienced the same incidents, he’ll probably describe the impact differently than you do.
Article / Updated 03-26-2016
Being in a conflict-resolution meeting can be nerve-wracking for the employee — and for you. Your employee will be worried or stressed because she’s not sure what to expect, which topics will be covered, or what approach you’ll take. And with all the preplanning and prepping you’re doing, you’re likely to feel a little nervous yourself!
Article / Updated 03-26-2016
A productive meeting with your boss can be a relief and can motivate you to be the best you can be. But if you’re not sure you’re ready to tackle a discussion about the conflict between the two of you, here are some motivations for a meeting you may want to consider:
You’re determined to stay with the organization.
Article / Updated 03-26-2016
Finding resolution is ideal, but what do you do to maintain your sanity when a conflict drags on? If you can’t count on others to work with you to resolve the problem, look for things you can control. Finding the power to change what you can provides relief and comfort during a difficult time. Plus, it gives you something positive to focus on.
Article / Updated 03-26-2016
Professional mediators understand the dynamics and subtleties involved when dealing with conflict in the workplace. Taking the right approach to conflict resolution goes a long way. Here are some pointers and techniques professionals use while helping to resolve employee conflict:
Value the process as much as the outcome: Striving to improve a working relationship gives you more than a momentary solution.
Article / Updated 03-26-2016
When you're in a conflict-resolution meeting being held between an employee and yourself, you’ll wear two hats, that of mediator and that of contributor. Granted, you’re not acting as an objective third party in this instance, but coming prepared with an understanding of the mediation process gives you an opportunity to step back a bit and make room for both perspectives while following a structured and proven method.
Article / Updated 03-26-2016
How you approach a work colleague about an ongoing conflict depends on a number of factors. Take into consideration how well you know her, how often you interact, and how important the working relationship is to you.
On the surface, it may seem easy enough to treat an equal like an equal, but when you’re angry or frustrated, not building armies (coalitions) or creating competitive situations around personal conflicts with another manager can be tough.
Article / Updated 03-26-2016
Asking an employee to meet and talk about a workplace conflict is often unsuccessful. He may resist a meeting because workplace difficulties are often fraught with conflicting emotions and deep issues. Here are a few general guidelines to keep in mind when attempting to set up a conflict-resolution meeting with a reluctant employee:
Be specific and upfront about your intent for the meeting when you approach the person, and then tailor your reaction to her resistance as a way to let her know you’re sincere in your attempt to resolve the conflict.
