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Burnout is sneaky - it’s hard to spot and doesn’t always look like what we expect it to. It is the enemy of joy, taking away our physical and emotional energy and health, our feelings of connection, and confidence in our abilities. Burnout is a result of a convergence of organisational factors. To prevent burnout, employers are tasked with creating safe spaces for employees which prioritise wellbeing and which mitigate risk factors.

Last week, we celebrated Pink Shirt Day which recognises the importance of addressing bullying and its impact. From what I have seen on social media and beyond, many people took the opportunity to acknowledge the occasion and have an open conversation about this very important topic. However, beyond individual awareness, I have also been reflecting on the importance of organisational response to this issue.

Preparation for Mediation (PFM) has come a long way since its beginnings in 2015. So has the world we live in! In our current climate of complexity, ambiguity and fear; there seems to be a recognisable increase in binary thinking and more positional dispute behaviour. It's times like these that highlight the value of PFM.

Builders around the country are experiencing an exceptional set of circumstances, impacting on their ability to deliver projects within expected timeframes and costs. It has been called a “perfect storm” in recent media coverage, with stock and supply chain difficulties, recruitment challenges, staff absences due to covid, and consenting delays at local authorities all contributing to extensions to contract timelines.

Many consider the right of a child to have a say in decision making affecting them a golden thread of the family justice system in New Zealand. After all, New Zealand is a party to the United Nations Convention on the Rights of the Child (the Convention) which quite clearly sets out our country’s obligations to our children.

Feedback helps you to get the best out of people by focusing on specific behaviours you have seen or would like to see.  It requires the team to know each other well, so there is the courage and the consideration to give and receive feedback. Establishing a cultural norm of providing feedback creates a cohesive and engaged team.

Finding it difficult to get back into work after returning from holiday? Is conflict with family and co-workers making it hard to focus on what is important? Fair Way is here to help! Read on to understand how interpersonal conflict at home can impact on work and the ways that individual wellbeing and conflict resolution techniques can support you through this time.

There is a new Covid-related issue surfacing in the family dispute resolution (FDR) world. With the launch of the Trans-Tasman bubble, many families are chomping at the bit of an overseas escape. In the context of an ongoing global pandemic, with overseas travel comes risk.

As mediators we meet people when they are stuck in challenging situations which stretch their ability to be patient, reasonable and empathetic. Our role as mediators is to design processes which facilitate their capacity to participate in mediation and in this way to provide the opportunity for them to move forward.