Neurodivergence in the workplace
Neurodivergence (Autism, ADHA, Giftedness, Dyslexia, etc.) is common in our Brainport region. Partly because of the many technicians who work here.
It often emerges in conflicts that the neurodivergent person has to adapt to his or her environment, but these people are already doing that. Providing insight into how they do this and how parties can resolve the conflict together through a structured approach has brought a lot to my mediations.
As a collaboration partner of The Brain Hub and the Samenwerkingsverband Autisme Zuidoost Brabant, I can fall back on specific expertise of my partners so that I can offer a tailor-made approach and/or refer to the right people when it comes to additional coaching or training.
Labour disputes with a multicultural background
Working with people who have come to live in the Netherlands from a different culture (such as expats and migrant workers) often give a different dynamic. Not only the language but also cultural values, norms and customs are not well understood on both sides and this leads to confusion and misunderstanding in communication.
In my mediations I bring these differences in cultural norms and customs to the surface so that insight is gained with what intention the matter was tackled so that insight is gained as to how the conflict could have arisen. This benefits a supported solution from both parties so that the mediation is successfully concluded.
Dynamics in the undercurrent of an organization
In an organizational system, there are always dynamics that make an organization or team function the way it does. In change processes, these dynamics can be disrupted and this can lead to labour conflicts.
Prevent labor conflicts before they arise and discover what lives under the surface. This is a tailor-made workshop in which I provide insight into how the organizational system works, how to recognize the undercurrent and what it takes to deal with it. That you get a grip on the invisible in your team or organization and when you need what help.
Employment mediation – Joost’s specialization
As a company or organization, you may have to deal with labor conflicts that cost a lot of time, money and energy. If and for an employee, a conflict can (also) have far-reaching consequences. For example, the functioning and motivation to go to work can suffer.
You may even suffer from physical or psychological complaints due to the disrupted employment relationship. All the more reason to tackle the problem expertly before it escalates.
Do you need help with a labour dispute between you and your employer? Or are you the employer who has a dispute with one (or more) employee(s)?
Mediation in a labour dispute can offer a solution quickly and efficiently. Together with the people or parties involved, I look for a solution that is acceptable to everyone and as good as possible.
For labor conflicts with a multicultural or neurodivergent background, such as ADHD, Autism, Dyslexia, etc., extra attention and space are often necessary within a mediation process for these types of backgrounds.
Research has shown that more than 70% of the problems that occur at work have their origin outside the work. What organizations find difficult is how do you talk to the employee about matters that are going on outside of work, but have an impact at work.
I can fulfil this bridging function together with providers, for example in the field of vitality.
In an employment matter, I conduct the intake interviews and investigate the possibilities of reintegrating the employee. After just one good conversation, it may be possible for employer and employee to come to agreements to resume cooperation. Sometimes, however, reintegration into the current position or with the current employer is not (or no longer) possible. Then we can look together at the possibilities of outplacement or so-called exit mediation if it is preferable to terminate the employment.
I then guide parties in these processes.
I always have contact with your case manager in advance so that you can discuss relevant information in advance. In any case, my working method is aimed at achieving the best possible outcome for the issue so that parties can continue in a future-oriented way.
When do you call in Joost?
- When something needs to be done NOW
- Prevention is better than cure, how do I prevent conflict
- Permanent work on a healthy organization
Mediation in employee participation
A good consultation climate is essential in employee participation. It is about supported decision-making in the consultation, both by the director, the works council and the works council members themselves. I regularly see that the consultation climate is difficult, but that there is still some “movement”. But as the highest representation of the staff, you want to work well together, after all, your supporters are also entitled to that.
But if the process is disrupted, good decisions are not made, the atmosphere deteriorates and the parties lose each other, resulting in frustration. Employee participation is more than negotiating. And if it threatens to get stuck, going to court often seems to be the only way out. Mediation is then a good alternative. Precisely because participants in the mediation have the intention to work it out together, it is also a fast process.
I see that when parties are stuck, they very quickly resort to laws and procedures, understandable, but the content and context of employee participation then fades into the background. While the proper functioning of the personal relationship in the consultation climate is so important. And if a judge ultimately has to make a decision, in most cases it is not what the parties had hoped for. The outcome is often that there are winners and losers. With mediation, the outcome is generally a win-win situation.
I would like to explain how it works and what win-win situation can be achieved for your (stalled) consultation climate.
Business disputes
Why corporate mediation?
Has a business conflict arisen between business partners, members of a partnership, board members, board members of an association, partners, etc.? Then a conflict of interest can arise, which can quickly lead to legal proceedings without action. Business mediation can offer a quick, affordable and sustainable solution to business conflicts.
The parties can then continue in a constructive collaboration in the future (or choose to part ways, for example). Mediation saves you costs and time. The process can start immediately, so that your conflict is resolved as quickly as possible.
Resolve the business conflict with mediation
Resolving a business conflict often means a break with your customer, supplier or partner. If business and private life are intertwined, it can become even more complex. Many parties therefore try to restrain themselves desperately and postpone a confrontation for as long as possible. However, with the passage of time, the direct and indirect costs of a business conflict continue to increase. Also in the context of a conflict within a company in which different parts of the organization are involved, company mediation is often a good solution. Parties that participate are, for example: (representatives of) the management team, the management board, the supervisory board, the supervisory board, the works council.
Clarity in what the conflict is about
Conflicts in business relationships are often translated into exclusively legal positions. This usually makes it difficult to reach a constructive solution. Because of all the underlying interests, it is no longer clear what the conflict is really about and who has what share in the conflict. Each party goes for its own gain and wants to be right, sometimes losing sight of important other matters.
Questions that play a role in a company mediation can play a role:
- How can we settle the matter in a way that is satisfactory to everyone, while continuing to treat each other with respect?
- How can we provide insight into our business and personal interests, so that understanding can arise for each other beyond the purely business context?
- Is it still possible to give a different interpretation to our business relationship, based on the interests of each of us involved?
- As business partners, we can no longer talk to each other because the conflict has risen too high, how can we continue together?
When resolving a business conflict, a better, faster and cheaper result can often be achieved through company mediation than in (legal) proceedings.