Two senior clinicians in a private healthcare organisation were experiencing ongoing conflict around decision-making and professional boundaries. One felt that clinical decisions were being undermined, while the other believed they were carrying disproportionate responsibility without sufficient input. Communication had become strained, and the wider team was beginning to feel the impact.

Key issues

• Breakdown in professional trust, leading to guarded communication

• Unclear roles and decision-making authority, creating frustration

• Impact on team confidence, with junior staff unsure whose direction to follow

Mediation process

• Individual meetings were held to allow each party to express concerns confidentially

• The mediation focused on clarifying roles, responsibilities, and expectations

• A facilitated joint discussion addressed how decisions would be made and communicated going forward

Outcome

• Agreed boundaries around decision-making authority

• Improved professional communication and restored trust

• Reduced tension within the wider clinical team and improved confidence in leadership

A private education provider contacted us following escalating tension between a head of department and a senior teacher. Differences in leadership style and feedback approach had led to disengagement, increased absence, and the risk of formal grievance.

Key issues

• Conflicting leadership and communication styles

• Perceived lack of respect and recognition

• Risk of escalation into formal HR processes

Mediation process

• Early intervention to prevent escalation

• Structured mediation enabled both parties to discuss concerns constructively

• Focus on practical changes to communication, feedback, and working arrangements

Outcome

• Agreement on how feedback would be delivered and received

• Improved working relationship and reduced absence

• Formal grievance avoided, allowing the department to refocus on core priorities