Catherine Gillespie
  • Female
  • Geelong, Victoria
  • Australia
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Catherine Gillespie's Page

Profile Information

Company website/blog
http://www.WorkplaceConflictResolution.com.au
Personal blog
http://www.workplaceconflictresolution.com.au/blog/
How many employees in your company?
1-49
What areas of HR are you particularly passionate about?
conflict resolution
mediation
grievance investigation
communication
leadership
bullying
What kind of networking are you open to?
Open networking

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Catherine Gillespie's Blog

What Employers Look For In A Leader VS What Team Members Look For In Their Leader

Posted on September 25, 2017 at 11:04 0 Comments

Research of more than 1,300 Australian professionals found:

  • Employers ranked the top two leadership traits as ‘strong work ethic’ and ‘record of success’ however employees ranked the importance of these leadership traits as ninth and eleventh respectively;
  • Employees…
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Insights on Neuroscience and Servant Leadership – Interview with Charles Caldwell Pt 2

Posted on August 29, 2017 at 10:30 0 Comments

Recently we published a post from an interview with Charles Caldwell, Director of Human Resources for the Hong Kong English Schools Foundation. The topic of that interview was managing change. Today I continue my discussion with Charles with a focus on neuroscience and the role of servant leadership in the modern organisation.

I enjoyed…

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Grievance handling procedures: informal complaints – should managers give them ‘airtime’ or not?

Posted on August 22, 2017 at 12:36 0 Comments

With respect to taking notice of informal complaints and where they fit in the context of grievance handling procedures –there are three types of manager:

  1. Those who, when listening to staff, just hear comments but don’t consider them as grievances;
  2. Those who, when listening to staff, hear a concern and hold further…
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Conflict Resolution via Self Management

Posted on August 16, 2017 at 18:30 1 Comment

Self-management is an informal process that seeks to restore workplace relationships without looking for the alleged perpetrator to be disciplined in some way. It is only appropriate to try this method of conflict resolution if you feel safe to do so.

It is important that you, the complainant, remain calm and polite. This process should be seen as an assertive and objective exercise and not an opportunity to become angry and aggressive. Think about an appropriate time and…

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