Catherine Gillespie
  • Female
  • Geelong, Victoria
  • Australia
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A blog post by Catherine Gillespie was featured

Are your employees fine? How to properly manage conflict in the workplace

“I’m fine.” You may be fine but how you're delivering that answer might give away more information than you think.Have you asked an employee how they are and you receive a blunt response? Have they responded, "Fine" (in a deeper tone with slight, downward intonation)? Engaging your emotional intelligence, you know they aren't fine at all.In the workplace this response can be:F - Fixed in one's negative assumptions about a colleague;I - Irritated by others behaviours or actions;N - Not prepared…See More
Wednesday
Catherine Gillespie posted a blog post

Are your employees fine? How to properly manage conflict in the workplace

“I’m fine.” You may be fine but how you're delivering that answer might give away more information than you think.Have you asked an employee how they are and you receive a blunt response? Have they responded, "Fine" (in a deeper tone with slight, downward intonation)? Engaging your emotional intelligence, you know they aren't fine at all.In the workplace this response can be:F - Fixed in one's negative assumptions about a colleague;I - Irritated by others behaviours or actions;N - Not prepared…See More
Feb 22
Colin Imms commented on Catherine Gillespie's blog post The necessary conversation
"In my experience these  posts often provide some guidance, rather than  posing questions but not providing answers unless we engage your company's services. "
Jan 29
A blog post by Catherine Gillespie was featured

The necessary conversation

In the past, workplaces were heavily hierarchical and it was expected and accepted that managers were direct and overt in giving instructions and critical feedback.As we have moved to 'flatter' structures and a more empathetic and collaborative leadership style managers are now very hesitant to have these discussions. 'In the past' workplace roles were very clearly defined. A manager was respected because they were a manager. An employee followed their manager's instructions and accepted their…See More
Jan 28
Catherine Gillespie posted a blog post

The necessary conversation

In the past, workplaces were heavily hierarchical and it was expected and accepted that managers were direct and overt in giving instructions and critical feedback.As we have moved to 'flatter' structures and a more empathetic and collaborative leadership style managers are now very hesitant to have these discussions. 'In the past' workplace roles were very clearly defined. A manager was respected because they were a manager. An employee followed their manager's instructions and accepted their…See More
Jan 27
A blog post by Catherine Gillespie was featured

The Importance Of Managing Change For Each Individual Team Member

We all have a bias towards certainty, some more than others. For many, certainty means security and comfort. It means not having to acknowledge the fear we find in the prospect of change. It might mean we have to let go of how hard we’ve worked to reach this point of comfort and to keep the status quo. It might appear too complex and taxing to plan for and adapt to the change. Or, we may enjoy what we are doing at work and the way we are doing it.Managing change one step at a timeAs a…See More
Dec 9, 2020
Catherine Gillespie posted a blog post

The Importance Of Managing Change For Each Individual Team Member

We all have a bias towards certainty, some more than others. For many, certainty means security and comfort. It means not having to acknowledge the fear we find in the prospect of change. It might mean we have to let go of how hard we’ve worked to reach this point of comfort and to keep the status quo. It might appear too complex and taxing to plan for and adapt to the change. Or, we may enjoy what we are doing at work and the way we are doing it.Managing change one step at a timeAs a…See More
Dec 3, 2020
A blog post by Catherine Gillespie was featured

Taking Responsibility For Your Workplace Culture

A comment from a workplace manager: "I can say for sure that quite often my day starts fine, but I am regularly pushed below that line because of other people's behaviour, and it's fine to say don't engage in it, but it's what most of my job is; dealing with people!"Heard this before?Then it's time for your workplace to engage Workplace Harmony Solutions to carry out a positive workplace culture training…See More
Oct 23, 2020
Catherine Gillespie posted a blog post

Taking Responsibility For Your Workplace Culture

A comment from a workplace manager: "I can say for sure that quite often my day starts fine, but I am regularly pushed below that line because of other people's behaviour, and it's fine to say don't engage in it, but it's what most of my job is; dealing with people!"Heard this before?Then it's time for your workplace to engage Workplace Harmony Solutions to carry out a positive workplace culture training…See More
Oct 23, 2020
A blog post by Catherine Gillespie was featured

Conflict In The Workplace And The Key To Setting It Right

A mediator is a ‘Conflict Engagement Practitioner’, a skilled, experienced and accredited mediator. They are external to the organisation and independent to the issues and understand how to constructively engage with conflict in any business.Their role is ‘not about making nice – it is about coming to grips with what is wrong and ‘setting it right.’[1]Facing the resolution head onHow often do your managers believe they are helping to resolve conflict but are actually avoiding real engagement…See More
Sep 23, 2020
Catherine Gillespie posted a blog post

Conflict In The Workplace And The Key To Setting It Right

A mediator is a ‘Conflict Engagement Practitioner’, a skilled, experienced and accredited mediator. They are external to the organisation and independent to the issues and understand how to constructively engage with conflict in any business.Their role is ‘not about making nice – it is about coming to grips with what is wrong and ‘setting it right.’[1]Facing the resolution head onHow often do your managers believe they are helping to resolve conflict but are actually avoiding real engagement…See More
Sep 22, 2020
A blog post by Catherine Gillespie was featured

The Role Of Generosity In Mediation

At some point in a mediation, one person will ‘shift’ from presenting and defending their perspective to genuinely acknowledging the hurt, frustration, loss or other feeling of pain being expressed by the other.To ‘move’ from a place of focusing only on one’s own opinions and perspectives, a place that has been a type of sanctuary for certainty and therefore comfort, requires one to lower their defenses and to step outside of their view of the past, which they may have held on to for so long as…See More
Aug 26, 2020
Catherine Gillespie posted a blog post

The Role Of Generosity In Mediation

At some point in a mediation, one person will ‘shift’ from presenting and defending their perspective to genuinely acknowledging the hurt, frustration, loss or other feeling of pain being expressed by the other.To ‘move’ from a place of focusing only on one’s own opinions and perspectives, a place that has been a type of sanctuary for certainty and therefore comfort, requires one to lower their defenses and to step outside of their view of the past, which they may have held on to for so long as…See More
Aug 21, 2020
A blog post by Catherine Gillespie was featured

Roche Martin - Emotional Intelligence At Work

When good intentions don’t always deliver good outcomesIn mediation, I often hear one or both parties saying at some point, ‘I thought I was doing the right thing’ or ‘I thought you would prefer I did…’ or ‘I was just trying to do this in a way you might appreciate’.What I am hearing is that each party believes they understand the other (or has been trying very keenly to) and adjusting their behaviour or approach accordingly. They show a sense of frustration. Despite their efforts, it would…See More
Jul 23, 2020
Catherine Gillespie posted a blog post

Roche Martin - Emotional Intelligence At Work

When good intentions don’t always deliver good outcomesIn mediation, I often hear one or both parties saying at some point, ‘I thought I was doing the right thing’ or ‘I thought you would prefer I did…’ or ‘I was just trying to do this in a way you might appreciate’.What I am hearing is that each party believes they understand the other (or has been trying very keenly to) and adjusting their behaviour or approach accordingly. They show a sense of frustration. Despite their efforts, it would…See More
Jul 17, 2020
A blog post by Catherine Gillespie was featured

Adverse action claims – are we likely to see a spike?

With many businesses having considered reducing the size of their workforce, it seemed one of the most talked about topics was unfair dismissal claims. Businesses were keen to ensure that in response to the downturn in revenue their corresponding economic situation was justification alone for any dismissal being fair.For what percentage of businesses did the Covid-19 lockdown present the ‘perfect opportunity’ to terminate the employment contracts of staff who presented as ‘difficult to manage’,…See More
Jun 18, 2020

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

Are your employees fine? How to properly manage conflict in the workplace

Posted on February 22, 2021 at 12:00 0 Comments

Are Your Employees Fine

“I’m fine.” You may be fine but how you're delivering that answer might give away more information than you think.

Have you asked an employee how they are and you receive a blunt response? Have they responded, "Fine" (in a deeper tone with slight, downward intonation)? …

Continue

The necessary conversation

Posted on January 27, 2021 at 12:30 1 Comment

In the past, workplaces were heavily hierarchical and it was expected and accepted that managers were direct and overt in giving instructions and critical feedback.

As we have moved to 'flatter' structures and a more empathetic and collaborative leadership style managers are now very hesitant to have these discussions. 

'In the past' workplace roles were very clearly defined. A manager was respected because they were a manager. An employee followed their manager's instructions…

Continue

The Importance Of Managing Change For Each Individual Team Member

Posted on December 3, 2020 at 12:55 0 Comments

We all have a bias towards certainty, some more than others. For many, certainty means security and comfort. It means not having to acknowledge the fear we find in the prospect of change. It might mean we have to let go of how hard we’ve worked to reach this point of comfort and to keep the status quo. It might appear too complex and taxing to plan for and adapt to the change. Or, we may enjoy what we are doing at work and the way we are doing it.

Managing change…

Continue

Taking Responsibility For Your Workplace Culture

Posted on October 23, 2020 at 8:27 0 Comments

A comment from a workplace manager: "I can say for sure that quite often my day starts fine, but I am regularly pushed below that line because of other people's behaviour, and it's fine to say don't engage in it, but it's what most of my job is; dealing with people!"

Heard this before?

Then it's time for your workplace to engage Workplace Harmony…

Continue
 
 
 

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