Most of us spend the greatest part of our adult life in the workplace. We serve ourcommunities through faith-based or other organizations. The ideal situation is a happy, healthy environment in which to co-exist with our friends, co-workers and families. However, these areas are filled with conflict resulting in a loss of company productivity, as well as personal fulfillment. Many faith-based organizations are torn apart by disagreements and distrust among the membership. Just about every form of conflict one finds in society can be found within these organizations. From rage to bullying, to toxic talk, to violence….all forms of social problems interfere with the day-to-day operations and well-being of the citizens involved.
Often management takes the attitude that written policies in the company manual should solve the problems likely to cause conflict. Still, opportunities are ripe in adult society to find more lasting and beneficial resolutions. Under the fundamental premise of restorative practice, people are happier and more productive when those in authority do things with them, rather than to them or for them. In a more cooperative frame of mind, people are more likely to make positive changes.
Restorative leadership addresses conflict issues through a framework of practical techniques that foster fairness and trust. Restorative techniques are implemented that allow leaders and managers to help resolve conflict through more effective leadership. Staff and key personnel are trained how to implement restorative practices to address areas of conflict when things go wrong. Conflict is addressed in a respectful way. Harm is repaired and people learn from their mistakes. The organization or workplace grows stronger through the process.
Restorative practices have proven success in these entities.
Restorative-trained supervisors and leaders are engaging, collaborative and effective managers. They hold the key to building solid communities. They can build a positive, adaptable and productive workforce or organization.
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