Who

wants

Peace at Work?

Everyone wants peace, right?

And in the workplace, we are all expected to “get along!”

If you are a leader, you have a special responsibility for how others get along.

If you are in HR, you certainly have the responsibility (of helping others get along).

The largest HR management organization in the world, SHRM, specifically state that HR professionals should "maintain productive interpersonal relationships and demonstrate aptitude to help others to do the same.”

So, in HR:

1. You are expected to get along and have good interpersonal relationships with your colleagues.

2. You are also expected to do something when others aren't getting along!

It can be scary because there is a lot at stake.

Your job security.

Your good reputation.

Your peace of mind.

And if you make a situation worse, whether through inattention, or doing something that exposes your organization to legal action.

Then suddenly your job is at risk.

Your reputation is shot.

And you can't sleep at night.

Even though, in truth, you don’t receive a lot of support and guidance, (beyond encouragement), on how to do this part of your job.

The difficult part that involves helping others get along.

So, you have to hold onto all of this stress, anxiety and frustration.

And not take it home.

Where you risk taking it out on your children or spouse.

If only there was something you could do.

Something that helps others to get along,

Something that enhances your reputation as an effective problem solver,

Something that brings you the inner peace of knowing you’ve done your best.

Something that rewards you for taking on the challenge.

Thankfully there is!

It’s called workplace mediation.

It’s being used by HR Professionals all over the world and especially here in the United States.

It’s a process as old as humanity.

That allows you to do your job.

Of helping others get along.

Did you know that by the time you are a mid or senior level HR Professional SHRM, you are expected to be able to mediate difficult employee relations situations?

But what if you struggle getting along with others?

What if you don’t trust yourself and think you’ll make the situation worse?

What if you aren’t comfortable with conflict and really don’t know how to mediate?

Like leadership, mediation is a skill that can be learnt.

Mediation generates positive results over 80% of the time.

It allows you to do something positive.

Without increasing your organization’s legal risk.

And rather than a superficial patch over.

You get to lasting resolutions.

So, the visits to your office by disgruntled employee’s decrease, and you get on with other pressing aspects of your job.

Hi, my name is John Ford.

I am the author of Peace at Work: The HR Manager's Guide to Workplace Mediation and Founder of the HR Mediation Academy.

I encourage you to pick up a copy of my book Peace at Work: The HR Manager’s Guide to Workplace Mediation and the accompanying deck of cards.

You’ll discover the answers to these important questions.

My goal is to support you to successfully master the skill of workplace mediation. 

I want to make it easy for you to do something about your disgruntled employees.

So you can feel the satisfaction of doing what other's fear to do.

I want to share with you what I have learnt from working as a professional mediator with an employment and workplace focus.

I want to reveal all the insights to resolving conflict so that you can too!

I am also going to weave in what I have learnt academically while teaching graduate students the skills of conflict resolution, negotiation and mediation.

For some time now, as part of my corporate training practice, I have taught HR managers the skill of mediation through the offices of the Northern California Human Resources Association.

Although a book can never replace the learning that occurs in a classic training environment, my hope is to convey to you, what I cover when training your colleagues.

I do not have to tell you how debilitating it is when - no matter what you do - employees just can’t get along.

I want to give you the tools to do something productive about it.

Having mediation as a tool can go a long way to support authentic organizational harmony and well-being.

And if you are the one doing the mediation, you get the accolades for being a peacemaker!

Here are some of the many testaments of practical value received from the book:

“Peace at Work is a must-read for all HR professionals who aspire to a better solution to workplace conflict and who want to add the skill of mediation to their toolbox. John Ford takes a lifetime of mediation knowledge and presents it in an easy-to-understand, step-by-step process, from opening statements to closing agreements and every step in between.”
Todd Clawson, MS, Director of Human Resources, Parker County Hospital District

“I have worked with John on various mediations over the years. He cares deeply about the people involved in his mediations and this is reflected in his consummate application of the skills and strategies in Peace at Work. This book is a natural complement to, and an excellent compilation of, John’s considerable store of knowledge about mediation in the workplace.”
Beth Delaney, Human Resource Business Partner, Kaiser Permanente

“I had the pleasure of taking a mediation course led by John Ford. He was a truly inspiring teacher and his course proved immediately useful in my work in labor and employee relations. Many of the wise insights John shared with us in class are included in Peace at Work. HR and other managers looking for clear and practical advice about how to conduct a mediation will find it here, and will be better able to see why mediation is potentially so effective in resolving conflict.”
Maryl Olivera, Labor and Employee Relations, Administrative Office of the Courts

“John Ford’s book, Peace at Work, will help any manager or HR professional to successfully mediate conflict. Mr. Ford draws from his vast personal experience and insight, as well as that of many experts in the field, in this well-written and well-organized book. He covers foundational concepts and provides a structured approach to what is an easy-to-use, step-by-step model for mediation. Complete with case-study role-plays and a rich appendix of supporting materials and reference listings, the book is a must for anyone who leads people.” Peter Haralabopoulos, Flight Attendant Base Director, San Francisco International Airport