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Transforming Workplace Culture with Restorative Practices: Insights and Solutions

This presentation highlights lessons learned and challenges faced by conflict resolution practitioner Leslie H. Macleod within workplace settings. It emphasizes the significance of constructive relationships, the natural fit of restorative practices in workplaces, and provides specific suggestions for implementing these practices. Addressing the importance of promoting a healthy environment to prevent conflicts, the presentation also discusses challenges like legal obligations and budget concerns, along with opportunities for proactive and reactive approaches in incorporating restorative practices. It concludes by showcasing the increasing awareness and willingness to adopt innovative processes for fostering positive workplace cultures.

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Transforming Workplace Culture with Restorative Practices: Insights and Solutions

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Presentation Transcript

  1. Taking Restorative Practice into the Workplace: Learnings and Challenges International Institute for Restorative Practices (IIRP) Conference May 1, 2018 Presentation by: Leslie H. Macleod, B.A., LL.B., LL.M. (ADR)

  2. OVERVIEW OF PRESENTATION • Lessons learned in my work as a conflict resolution practitioner • Challenges encountered in workplace settings • Opportunities available to promote the use of restorative practices

  3. IMPORTANCE OF CONSTRUCTIVE RELATIONSHIPS • Working well with others is critical for employee satisfaction and for organizational effectiveness. • “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” (Maya Angelou)

  4. A NATURAL FIT • Workplaces depend upon constructive relationships • Dysfunctional relationships cause stress and reduce productivity • Poor relationships have a spillover effect • The state of the health of workplace relationships is embedded in culture

  5. LESSONS LEARNED • Healthy workplace cultures embrace restorative practices • Effective leaders value the principles inherent in restorative practices • Restorative practices can be formal or informal • It’s rarely too late to intervene

  6. CHALLENGES ENCOUNTERED • Failure of workplace parties to appreciate need for restorative practices (e.g., employees deliver) • Legal obligation to engage in some other process (e.g., investigation) • Concerns about costs associated with restorative practices (time and money) • Confusion related to the goal of the process (restore to what?)

  7. OPPORTUNITIES AVAILABLE • Continuum from preventative, to proactive, to reactive • Create and maintain a constructive, healthy environment to prevent conflict and wrongdoing • Address conflict/actions at an early stage to minimize their impact • Respond later to disputes/actions as a stand-alone process or in conjunction with another process

  8. SPECIFIC SUGGESTIONS • Educate leadership re: legal and ethical obligations and highlight successes • Provide “hard evidence” to decision-makers re: benefits of restorative practices • Build restorative practices into other processes using system design principles

  9. SPECIFIC SUGGESTIONS • Give reviewers/investigators the mandate to make recommendations • Recommend a full range of restorative practices – formal and informal • Develop consensus on the indicators of a constructive workplace

  10. INVESTING IN RESTORATIVE PRACTICES $/ Time Issues

  11. INVESTING IN RESTORATIVE PRACTICES $$$$$/Time Issues

  12. CONCLUSION • Growing awareness of the importance of constructive workplaces and the effects of destructive ones • Increasing willingness to engage in innovative processes • Trends bode well for growth in restorative practices

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