Leading conflict management expert
"The management of discipline and grievance within the NHS is a public health issue, which should be taken as seriously as smoking."
Leading conflict management expert
Liddle, CEO and Founder of The
The NHS is fearful of conflict
At the half-day conference, attended by delegates from across the NHS,
"Conflict can be a driver of change, innovation and creativity," he said. "It can bring people together and harness the utter brilliance we have in our NHS. However current grievance processes are more concerned about mitigating and preventing risk of conflict than harnessing the inner brilliance of the individuals concerned.
"Zero-tolerance policies don't work and have never worked in the NHS." Said Liddle. "You cannot, and will never to be able to, resolve complex people issues by bolting on a zero-tolerance policy or initiative adjunct to an organisation.
"Instead, conflict resolution within the NHS must be systemic, structured, cultural and fully-integrated."
Current processes undermine everything good about the NHS
Liddle went on to argue that paradoxically, current grievance processes encourage and drive a dynamic of mistrust, fear and uncertainty.
"The current management of conflict provokes and encourages fear. It seems paradoxical that the very policies established to tackle disputes actually make the disputes much worse."
"Why do we rely on systems and processes that undermine everything that is good about the NHS? Why have we allowed ourselves to adopt a system that destroys relationships, and which has a significant impact - both physiological and psychological - on amazing people doing such amazing work?"
A new resolution system is needed
Throughout the conference, a range of leading conflict and mediation experts working within the NHS gave insight into how the current conflict management system might be reformed for the benefit of the NHS. Delegates examined evidence of the impact that damaging conflict management processes have on absence, staff turnover, management, finances, and delivery of good patient service.
The
"There has never been a better time in its history for the NHS to try new approaches to conflict resolution than right now. After all, there is no legal or ethical duty on NHS Trusts to have a statutory grievance or disciplinary procedures in place at all."
For more information, interviews or to access a recording of the conference, please contact
Note to Editors
Speakers at the conference included:
Roujin Ghamsari, Deputy Director of HR & OD at Chelsea & Westminster Hospitals - "Developing a Resolution Framework in a
Emeritus Professor
.
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