Case Study: Mediation
Cultural and Work Style Differences Sanjay and Rita never got on as managers of different teams. Sanjay described himself as “safe and solid”. Rita was more “mercurial” and “full of new ideas and keen to speak her mind”. When their teams were restructured, Sanjay became Rita’s manager. Their work style differences blocked effective communication and soon everyone was struggling with frequent disagreements. Both were beginning to think they were being disrespected for what to them seemed ‘normal’ behaviour. The atmosphere became negative and performance was, at best, sluggish. Sanjay and Rita were both hurting and feeling vulnerable. Early use of mediation allowed some off-therecord venting and serious listening by each party. Eventually they realised how different they were and that it was futile to try and get one another to change their ways significantly. They realised their needs would be met by working together within the new regime, rather than fighting over their different ways. Following a one day mediation with an independent People Resolutions mediator, the parties were able to step back, develop a bit of understanding, agree to make some small but significant adjustments to their communication and put the past behind them. Sanjay now feels he understands Rita better and is less stressed by her bursts of energy. Rita feels less stifled and is starting to recognise the value of Sanjay’s steadying influence. The resolution from the mediation continues to hold. Please note that the names and organisations of the parties involved have been omitted for confidentiality purposes.
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