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Difficult Conversations Training – new video

Download the new Difficult Conversations leaflet here

In the twenty first century, difficult conversations are everywhere. Whether we are at home, at work or in a social situation, unwanted subjects can be suddenly raised which demand you to do either one of two things: to tackle the conversation or to dodge it.

The Difficult Conversations training course and handbook have been launched in response to a growing demand from managers requesting help to prepare for situations they are facing.

The ten practical steps will help you understand that difficult conversations do not need to be as daunting as they appear, and will highlight the benefits that managing difficult conversations can bring to you as an individual, and to your organisation. The ten steps will teach you how to build confidence and skills in having and managing difficult conversations, still achieve business objectives and keep important relationships intact.

The Difficult Conversations training series has been developed by Clive Lewis OBE Founder of Globis Mediation Group, a UK leader in building better relationships in the workplace.

Employment Tribunal Fees – Presidential Case Management Order

You will recall the Supreme Court’s decision in relation to Employment Tribunal fees two weeks ago. The Presidents of the Employment Tribunals in England and Scotland have today issued a Case Management Order.

The Case Management order indicates that all claims or applications brought in reliance upon the decision of the Supreme Court will need to await the decisions of Ministry of Justice and Her Majesty’s Courts and Tribunal Service in relation to the implications of that decision.

Reference is made to Rules 11 and 40 of the Employment Tribunals Constitution and Rules of Procedure. These sections deal with the process for rejecting or dismissing claims that do not have the proper fee paid.

It seems as if the Order will have the objective of staying applications until the Courts and Tribunal service can work out the mechanics of handling the likely level of claims.

You can see the Case Management Order here.

Best wishes,

Clive Lewis OBE DL Business Psychologist and CEO Globis Mediation Group

Resolving Conflict in the NHS National Conference – Secure your place today

Bookings are now being taken for this National Conference for Chairs, Chief Executives, Nursing Directors, Medical Directors and HR Directors

Numbers are limited so click below to:

SECURE YOUR PLACE NOW

Date: 11 October 2017

Time: 10am – 4pm

Location: Central London

Address: One Birdcage Walk, Westminster

Chair: Chris Hopson, CEO NHS Providers

For: Chairs, Chief Executives, Medical Directors, HR Directors

Cost: £295

Conflict in the NHS is on the increase. Chief Executives are devoting more and more time to dealing with conflict scenarios. Leaders and the workforce are facing immense amounts of pressure. This has an impact on costs, management time, employee satisfaction, productivity, sickness and absence levels and patient care. There is a growing body of evidence highlighting the link between conflict and the patient experience.

This conference is a ‘must attend’ event for Trust Chairs, Chief Executives, Medical Directors, Nursing Directors and HR Directors. The vital themes of workforce, quality and money will be discussed throughout the day. Attendees will hear from senior executives in the NHS and industry leaders in the field of conflict resolution. This will include a presentation on groundbreaking research about Mediation and Organisation Diagnosis in the NHS. The conference will explore areas such as:

  • Should the management of conflict be a governance issue?
  • The average time it takes for a conflict situation to be resolved in the NHS
  • The cost of conflict in the NHS
  • The impact of conflict on the workforce
  • The impact of conflict on quality
  • The impact of conflict on patient care
  • The background to the recent shift from NHS Litigation to NHS Resolution
  • Best practice examples of managing conflict in the NHS
  • The challenge of chronic embitterment
  • How to nip conflict situations in the bud sooner rather than later

Delegates will be offered the recently developed Conflict in the NHS toolkit to assist key leaders.

DON’T MISS OUT

Secure your place online now

Download the event flyer and offline booking form

For more information call 0330 100 0809,

email helen.robinson@globis.co.uk

or visit www.globis.co.uk

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nhs providers

Employment Tribunal Fees Judgment July 2017

By Clive Lewis Business Psychologist and CEO Globis Mediation Group – 27th July 2017

About four years ago, I was invited by the Department for Business to think through the potential ramifications of reforming the Employment Tribunal Court service. This included the provision to speak to Acas prior to lodging a claim, and the introduction of tribunal fees. Yesterday, in one of the most significant employment law decisions for fifty years, we learned that the Supreme Court has ruled that Employment Tribunal fees are unlawful because they have the effect of preventing access to justice. This is a momentous decision, and one that will have a considerable impact upon employees, employers, the tribunal system and indeed the process of conflict resolution. The immediate consequence of this landmark decision is that, as of yesterday, fees cease to be payable for claims in the Employment Tribunal (ET) and appeals to the Employment Appeals Tribunal (EAT), and fees paid in the past will be reimbursed.

The ET fees were introduced in July 2013 (“Fees Order”), meaning that Claimants who wanted to bring a claim against their employer had to pay a fee. The rationale and justification was the fees would transfer the cost of the tribunals from taxpayer to tribunal user, deter unmeritorious claims and perhaps encourage earlier settlement.

Yesterday, however, the highest court in the UK decided in favour of the trade union, Unison, which argued that fees of up to £1200 were preventing workers from getting access to justice in a tribunal system which is primarily designed for processing small claims. This unanimous decision, by a panel of seven judges, came after the union lost in both the High Court and the Court of Appeal. The Supreme Court’s decision was reached on the basis that fees had resulted in a substantial fall in the number of claims being brought to court (a 70% drop), and further that such fees were also contrary to the Equality Act 2010 and thus indirectly discriminatory as they disproportionately affected women. Indeed, cases brought to tribunal plummeted in the first year after the introduction of fees, including a 90% fall in sex discrimination cases.

As a reminder, the number of claims going to tribunal had reached 258,000 prior to the changes. In 2010, the Coalition government identified some £9m of annual savings that could be derived from the ET system to the tax payer (along with a range of other austerity measures).

On whether the fees encouraged settlement, the Court concluded that “it appears that the proportion of cases settled through Acas has slightly decreased since fees were introduced. That is consistent with the view that some employers were delaying negotiations to see whether the claimant would be prepared to pay the fee”.

Yesterday’s decision is likely to result in a deluge of claims. The courts have, for a long time, strongly encouraged parties to attempt to mediate with a view to settlement in order to keep their claim out of court altogether where possible. The introduction of Judicial mediation is an example of this. Our research at Globis Mediation Group indicates that the longer a dispute is left to fester, the more difficult it becomes to resolve. Yesterday’s ruling can thus be seen as a boon for organisations with conflicted parties to encourage dialogue and resolution instead of heading for court. Now, more than ever, is the time to ensure that line managers are equipped with the skills to nip any potential conflicts in the bud.

For those with an interest in the detail, a copy of the 45-page judgment is available here.

Clive Lewis is a business psychologist specialising in employee and industrial relations.

Press Release: ‘Mediation and Organisation Diagnosis in the NHS’ research shortlisted for the Association of Business Psychologists’ Awards

The ground-breaking research ‘Mediation and Organisation Diagnosis in the NHS’ has been shortlisted in the 2017 Association of Business Psychologists’ Workforce Experience Awards. The research, carried out by Business Psychologist and Globis Mediation Group CEO Clive Lewis OBE DL, explored whether the principles of medical diagnosis are also applicable to identifying organisational problems in the NHS.

The research uncovered some important findings about conflict in the NHS such as:

  • The cost of conflict in the NHS is over £0.5bn.
  • On average, it took 19 months and 2 weeks before a dispute in the NHS went to mediation.
  • Sickness and absence levels were 2.6% higher in groups where there was conflict.
  • An apology was all that was required to stop tension in many cases.

Mediation is a very useful tool for organisation diagnosis in the NHS. Mr Lewis has already presented his findings to many Trust CEOs and NHS membership organisations, highlighting the importance of investment in conflict resolution.

The ABP’s Workforce Experience Awards are a unique platform for celebrating excellence in the application of Psychology in Business. ‘Mediation and Organisation Diagnosis in the NHS’ is shortlisted in the Excellence in Wellbeing, Health & Inclusiveness category.

In addition to the Awards, the ABP Conference also gives over 100 HR, OD, Learning, Resourcing and business psychology practitioners a platform to share their expertise, and Mr Lewis will be presenting his research on ‘Mediation and Organisation Diagnosis in the NHS’ to delegates.

The ABP Conference and Awards Presentation will be held in London during October 2017.

More information and contact details:

  • Clive Lewis is a Business Psychologist and spent two terms (6 years) as a Non-Executive Director at one of the UK’s largest hospitals.
  • To speak with Mr Lewis about the research please call 0330 100 0809 or email clive.lewis@globis.co.uk.
  • Follow these links to access the 10,000 word paper and presentation.
  • To find about more about the ABP Conference and Awards, visit www.theabp.org.uk.

Clive Lewis: Qualified Practitioner of Lumina Spark: Next Generation Psychometric Profiling

Lumina Spark is the next generation of professional development tools supporting individuals, teams and organisations to work more effectively and improve the bottom line. It is unique amongst psychometric tools because it avoids any stereotyping. It provides a highly interactive colourful framework for better self-understanding and helps people identify how to improve their working relationships with others. By applying the Lumina Spark model, learners unlock multiple business benefits.

DISTINCT DIFFERENCES BETWEEN LUMINA SPARK AND OTHER PSYCHOMETRICS

Big 5 and ‘Best of Jung’ – The model is based on the latest Big Five research paradigm, and can also be viewed through the popular Jungian lens.

Trait not Type – Lumina doesn’t label people or put them in a box, we call this trait, not type.

Embraces Paradox – Lumina doesn’t force choice of preferences, we call this “embracing paradox”. We independently measure the level to which each individual has opposite, competing and contradictory aspects of their personality e.g. their level of introversion and extraversion.

Measures 3 Personas – We measure three unique yet integrated views of you – the Underlying you, the Everyday you and the Overextended you.

Simplicity and Depth – We use colourful and practical language to create a set of ideas that people remember and can apply for years to come. The model can be used at a big picture 4 colour level, an 8 aspect level or a detailed full 24 quality level – dependent on your application.

To discuss how Clive can support your organisation with this groundbreaking tool, call Helen Robinson on 0330 100 0809.

How to Manage Performance – One Day Course

For further information, please click here.

Tackling Difficult Conversations

For further information, please click here. 

NHS: Accredited Workplace and Employment Mediation Training Course

For further information, please click here. 

 

 

New Workshop for 2017 – Mediation Secrets: How to Get Busy as a Mediator

Have you trained as a mediator but are yet to benefit from enjoying a steady stream of cases? This workshop will help you understand the steps required to get your mediation practice up and running. Delivered by Clive Lewis OBE DL, the workshop will cover:

  • How to move from training to mediating
  • How to find mediation customers
  • How to market your mediation business
  • How to find opportunities to assist other mediators
  • How to effectively administer your mediation caseload
  • How to avoid pitfalls

There will be ample opportunity for delegates to ask questions during the session. Each delegate will receive a full set of notes e-mailed after the workshop.

Click here for further information. 




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