Conciliators Without Borders (CWB)is an organization dedicated to assist in turning
adversaries into partners seeking common good and engaging in positive
dialogue. It offers a wide range of programs aimed at bringing people
together and resolve conflicts in a way that looks after that best interest of
all stakeholders instead of dividing them into winners and losers. The
services offered by CWB to public and private sectors include, but are not limited
to, the following
Mediation
and 7 Cs of Conflict Resolution
Conflict is a reality of life. Whenever two or more persons are involved in any
human interaction, there is the possibility of a dispute. Each difference of opinion, choice and
viewpoint carries the potential of conflict. We all know the importance of
relationships in our daily lives. In dealing
with our boss, peers or
subordinates; spouse, children or parents; clients, associates or partners;
friends or neighbours we can all recall some situations which ended up in a
conflict.
How do we resolve such
conflicts? We can choose a
confrontational approach or an approach where we maintain positive workable
relationship and yet get most of what we want.
In this course we will learn how to resolve a conflict without
confrontation, aggression or violence.
While our focus is on workplace, the principles and practices learned in
this course can be applied with equal effectiveness in personal, family,
business, political and inter-faith contexts.
Applying our conflict resolution approach employers, managers and
employees at all levels can resolve workplace disputes with a fraction of cost
in dollar, time, effort and energy.
Participants will be able to identity a simmering dispute
which could easily turn into a serious complaint, grievance or even a violent
incident requiring law-enforcement involvement.
As decision makers they will learn the practical benefits of managing
conflicts before it is too late for non-confrontational resolution.
Understanding Conflict:
Conflict is an expression of opposing interests. It emerges when different positions,
opinions, assumptions and views clash and are perceived as a threat to the
needs, interests and security of those involved.
All conflict is not bad.
In some situations conflict can be a positive force giving life the
friction and traction that is needed in order for it to keep going.
True Cost of Conflict: Financial Costs Loss of Productivity Serious
Health Issues Quality of Life Emotional Toll Low Esteem and Self Confidence
Resolution Options: 1. Do nothing: This
option may buy us some time in the false hope that the conflict will go away
but the reality is that it continues to simmer and may later explode with a
ferocity we had not expected.
2. Deal directly
with the conflicting party: By directly
engaging with our opponents, we can go to the source of the conflict. Our
adversaries might have acted in ignorance and talking may help clear the air
and misunderstanding. This option also has the potential to backfire. Adversaries could become more stubbornly
entrenched in their positions and resort to confrontation or even violence.
3. Formal
avenues: We could use formal avenues
like filing a law suit, contacting the police or initiating formal complaints
processes available in different tribunals and governing bodies. These avenues are designed to give a clear
decision which could as easily go against us.
Even if we win we would have a resentful conflicting party wanting to
get back at us at the first available opportunity.
4. Conciliation/Mediation:
We could consider involving someone who is trusted by both parties with
no vested interest in the eventual outcome.
In this option we retain a fair degree of control over the
possible outcome. We contribute to
crafting a fair and equitable resolution.
With cooperation and compromise both sides could win. The pre-requisite for mediation is that
adversaries are at least agreeable to give this process a chance either
voluntarily or as command performance. 7Cs of Conflict Resolution: l
Conciliation
l
Commitment
l
Communication
l
Concentration
l
Compassion
l
Compromise
l
Culmination
Conciliation: The first step in addressing a conflict
is to accept that the conflict exists.
The act of conciliation with what IS is the most crucial stage of a
process that can lead to a successful resolution. Once we have reconciled with the reality
of the dispute, we can do something about it.
Commitment: We must ask ourselves if we are fully
committed to resolving the conflict.
Is our motive the resolution or getting even? Are we committed to do our part at
least, no matter what the other party does? We should be committed to the
best alternative to safeguard our interest under the circumstances.
Communication: Listening skills can make or break our
chances of successful resolution. We
must allow the speakers to have their say without interruption. Reiterating what we heard and reversing
the process giving the other side the same opportunity can remove all
misinterpretation and misunderstanding. We should watch body language and keep
an open mind. We can disagree
without being disagreeable.
Concentration: Once we make sure that the other party
understands where we are coming from and both sides are on the same page
about the nature of the conflict then we need to concentrate on seeking
the resolution. We should stay
focused and must not get distracted.
Compassion: We must approach the entire process with
a sense of compassion and not treat our adversary as enemy but as a
partner who can assist us in finding a resolution to the conflict. Compassion
produces fair and win-win resolution.
Compromise:
In a fair resolution neither party gets 100 %. We need to be ready to cooperate and
compromise and consider that the other side might be right
Culmination: We should avoid approaching the conflict
resolution in fits and starts. Once
the process begins we should keep at it till the agreement is reached or
the process culminates. New
complications always intrude if the process is interrupted. Once we arrive
at a decision or an agreement we must bring the matter to a complete closure. We need to get over the conflict and
move on with our lives. No conflict
should be allowed to scar us for life.
TIPS: Ensure that
you do your part. Resolve conflict
with cooperation and agreement, not with hostility or driven by a desire
for revenge.
Diffuse the
situation, don’t infuse it. Be honest
with yourself. Know your truly best
interest.Negotiate
from strength. Magnanimity comes
only from self assurance and confidence.
Follow the
Golden Rule. Wish for others what
you would wish for yourself. Be
generous.
Be on your
own side. Sometimes we are the
biggest obstacle in the way of our own best interests in conflict
resolution process.
Be ready to
walk away. Often the most effective strategy is having the self confidence
to walk away from the offer at hand.
Accept what
is realistically possible, not your ideal.
Take
responsibility for creating and resolving the conflict.
Never
underestimate your uniqueness. What
works well in your situation may not work for others.
In the end
the real resolution depends on you alone.
The value is not in external things, but how you face them. It is in your hands.
Bill 168, Occupational Health and Safety Amendment
Act (Violence and Harassment in the Workplace) Workshop
Bill 168 is now the law. Changes to Ontario’s Occupational Health and Safety Act
(OHSA) became effective on June 15, 2010. These changes strengthen protections for
workers from workplace violence and harassment. The amendments also define
workplace violence and harassment and describe employer and other stakeholders’
rights and obligations.
We are offering this one-day course to
provide practical tools to employers, workplace leaders, policy makers,
managers and staff to prevent negative and unhealthy work environment.
Some salient features of Bill 168
are:
Right to Protection from
Violence and Harassment: The amendments to OHSA reinforce the right of
every worker to be protected from violence and harassment. It declares that everyone should be able to
work without fear of violence or harassment, in a safe and healthy workplace.
Employers’ Obligations: Workplace Violence and Harassment
Prevention Policies: The amendments impose new and expanded obligations on
employers and require all employers, who regularly employ more than five
workers at a workplace, to develop written policies with respect to workplace
violence and harassment. The policies are required to be in written form
and be posted at a conspicuous place in the workplace.
Training of All Staff: A
major feature of the new law is the requirement that employers arrange to train
all employees in the policies and procedures addressing workplace violence and
harassment.
Program Development: Employers are required to develop workplace violence and harassment prevention and
management programs.
Domestic Violence: Employers
who are aware, or ought to be aware, that domestic violence may occur in the
workplace must take every precaution reasonable in the circumstances to protect
a worker at risk of physical injury.
Communication: Employers must
provide information to a worker about any risk of workplace violence from a
person with a history of violent behavior.
Personal information, necessary to protect the worker from physical
injury, may be disclosed.
Risk Assessment:
Employers must engage in assessments of the risk of workplace violence as often
as necessary.
Evaluation: Employers are required to evaluate policies
and programs at least once a year.
Investigations: All employers must investigate and manage incidents, complaints and threats of
workplace violence and harassment.
Work Refusal: All employers are required
to allow employee to refuse to work if they face the danger of workplace
violence.
Employees’ Rights and Obligations: Reporting: Any employee encountering Incidents or
threats of workplace violence must report them to the employer or supervisor.
Compliance with the Policy: All employees and stakeholders are required
to comply with the policy and cooperate in dealing with harassment and violence
prevention efforts.
Right to Refuse to Work: Employees have the right to refuse to work
where they have a reason to believe that they may be in danger of being a
victim of workplace violence.
Definitions of Violence and
Harassment:
Workplace Violence:
The exercise of physical force by a
person against a worker in a workplace that causes or could cause physical
injury to the worker;
An attempt to exercise physical force
against a worker, in a workplace, that could cause physical injury to the
worker;
A statement or behavior that it is
reasonable for a worker to interpret as a threat to exercise physical force
against the worker, in a workplace, that could cause physical injury to the
worker.
Workplace Harassment:
Workplace
Harassment means engaging in a course of vexatious comment or conduct against a
worker in a workplace that is known or ought reasonably to be known to be
unwelcome;
Bill 168 expands the definition of
workplace harassment beyond grounds covered under the Ontario Human Rights Code. The Code prohibits
harassment in the workplace based on age, ancestry, citizenship, color, creed,
disability, ethnic origin, family status, gender, marital status, place of
origin, race, record of offences or sexual orientation In order to bring action under the Ontario
Human Rights Code the harassment has to be based on one or part of these
grounds.
Bill 168 covers non-protected
grounds in the same manner as harassment based on Code-protected grounds. Under expanded provisions, Workplace
harassment may include bullying, intimidating or offensive jokes or innuendos,
displaying or circulating offensive pictures or materials, or offensive or
intimidating phone calls.
What Will You Learn:
In your capacity as an employer, leader,
manger, supervisor, Human Resources professional, Human Rights advocate or as an employee you
will:
·
Develop
understanding of your responsibilities and rights.
·
Learn
in an interactive, interesting and engaging manner how to develop and implement
policies, programs and practices to the best advantage of your organization.
·
Learn
to positively enhance personal and professional human relationships with your
staff, co-workers and clients..
Identify
simmering issues in the workplace that can lead to violence and
harassment.
Learn how
to assess your workplace in compliance of the law.
Practice
how to deal with workplace issues which have the potential to explode into
serious complaints, grievances, law suits or even violent incidents.
·
Find
out what to do if employees refuse to work where they believe that they are in
danger of being victims of workplace violence or harassment.
Appreciate
the true financial and non-financial cost of violence and harassment in
the workplace.
Learn how
to protect your best interests.
Where to
find resources and assistance for implementation of Bill 168 requirement?
Diversity
and Sensitivity Training Workshop
The presentation on
Diversity and Sensitivity is aimed at inspiring the audience to want to be
leaders in promoting diversity in their workplace setting. The full-day session includes active
engagement by participants in case studies and scenarios. The session will promote understanding of
differences and similarities of workplace colleagues and teach techniques in
recognizing different strengths of individuals that can contribute towards
creation of a model work environment.
The program will create
awareness among managers on how to translate diversity talk into walk and
platitudes into policy and practice.
The course will help
managers and staff to understand how the practice of diversity and development
of sensitivity is in their own best interest and how practical implementation
of lessons learned in the session can enhance productivity and positive
workplace environment.
The course is intended to
broaden audience’s understanding of bias
and power imbalance in the workplace and develop respect for differences.
The session is intended to be comprehensive and interactive. The main
objective of the presentation is to ensure that at the conclusion of
their participation in the session the leaders,
managers, supervisors, employees and other stakeholders should have a
better understanding and appreciation of diversity and sensitivity and feel
convinced that their commitment to inclusiveness and diversity is in their own
best interest.
Here are some of the salient features
included in the presentation: An
Introduction to Diversity and Sensitivity.
Many faces
of diversity: Generational Gap;
Cultural Difference, Race, Gender, Ability, Experience, Background,
Talent, Skills and Unique Strengths
Definition
of Diversity and Sensitivity. The
Journey from where we were to where we are and where we are headed.
How can
resistance to diversity be countered and how managers and their staff can
be motivated to welcome it as an asset for their workplace?
How to
enhance competencies of Managers to harness diversity in the workplace and
use it to promote a model work environment?
How
embracing Diversity can lead to enhanced productivity, attracting best
talents and to better employees’ morale?
Attributes
of diversity and inclusiveness such as respect, dignity and fairness.
Challenges
that managers are likely to face in implementing and promoting the
Diversity Strategy in their workplace and a road-map of how to overcome
them.
Roles and
Responsibilities of different stakeholders and expectations by and from
managers in implementation of Diversity Strategy.
What
resources managers can rely upon when they need assistance in promoting
diversity in their jurisdiction?
Learn to
speak the Language of Diversity so we are all on the same page and no one
is excluded.
INTERACTIVE: Participants to share their
understandings and misconceptions; their aspirations and fears; and their
differences and biases with their fellow participants.
Organizational
Effectiveness and Capacity Building-Unleashing Human Potential in the Workplace
Whenever we talk about
Human Resources, we must place much greater emphasis on “Human” than on
“Resources”. This course helps
participants unleash their potential to create a model organization and achieve
excellence in the workplace. The session
will inspire audience to appreciate how work can create a purpose, sense of
direction and meanings in an individual’s life.
The session will help
enhance ability of participants to align organizational goals with their
individual goals and give managers unconventional tools for performance
management. The course will include role
playing and team work exercises to enable participants at all levels to
understand each others’ roles and collaborate in order to carry out the
organization’s vision and mission.
The course will provide ample
opportunity to the audience to share their own ideas and ideals for a model
organization in a facilitated format and arrive at understanding of best practice to enhance productivity and
take pride in the workplace.
Workplace
Harassment and Discrimination Prevention Training
This intensely interactive course
will provide practical tools to leaders, policy makers, managers and staff to
prevent negative and unhealthy work environment to begin with. Through examples and case studies it will
also enhance awareness and skills of employees and managers about what to do in
the event harassment and discrimination does occur in the workplace.
Participants will learn how
to recognize discrimination and harassment and how to be role models in
creation of a positive and harassment and discrimination free work environment.
Audience will have
opportunity to share their experiences with discrimination, biases and
harassment and provide input through facilitated interaction.
Tough Love Reviews of Workplace Policies, Practices and Programs
Shahid believes in telling the clients what they need to
hear rather than what they want to hear about the state of their workplace and
carrying out their mission.
He has participated in a large number of reviews in the
areas of Human Rights, Anti-Racism and Anti-Sexism; Accessibility; Workplace
Harassment and Discrimination, and Diversity and Organizational
Effectiveness.
Some of these clients included Metropolitan Toronto,
Regional Municipality of Ottawa-Carlton, Sault Ste. Marie, Thunder Bay, Kitchener/Waterloo,
Goodwill and the Canadian National Institute for the Blind.
These reviews
focused on some of the following features: Needs Assessment Workplace Environmental Scan Clarity of Terms of Reference Determining and communicating expectations Documentation and existing data research Personal Interviews with stakeholders and Focus GroupsEvaluation of how far the policies and practices met the
organizational needs Assessment of the effectiveness of practices in place Formulating recommendations for policy and program
improvementGap Analysis
New paragraph
Alternative To Litigation (ATL) Programs
Develop mechanism for lawyers and clients to resolve conflicts without resorting to Litigation ATL Awareness and Implementation Training and Education for legal profession
Conduct mediation sessions to resolve conflicts Enable parties to deal with issues without necessarily requiring external help
Organizational Ombudsman Services
Develop Terms of Reference for Ombudsman Services Facilitate availability of resident resources Develop and implement complaint addressing protocol Recommend organizational effectiveness initiatives Provide awareness session to leadership and staff
Workplace Violence Prevention and Risk Management Programs
Policy review and development Report on compliance and legal exposure Development of roadmap Policy implementation Workplace Violence Awareness: Training and Education Risk Management Programs for Violence Prevention
Workplace Environment Assessment/Improvement
Due Diligence Reviews and Exercises
Half or full day Team building Workshop to improve workplace relations Report on removing barriers and availing opportunities for improving workplace relations Roadmap for aligning program objectives with organizational goals Rollout strategy for implementing a positive work environment
Unleashing HumanPotential-CapacityBuilding
Develop mechanism to realize full potential of individuals and groups
Implement Best Practices Capacity Building Awareness and Implementation Training and Education
