While online learning has its place, there is no substitute for the depth and impact of face-to-face learning. At Conflict Dynamics, we see every day how personal interaction, real-time feedback, hands-on practice, and the ability to read body language enrich learning outcomes. Face-to-face training fosters meaningful discussion, connection, and accountability that extends far beyond the classroom. Read what Conflict Dynamics’ Training Manager, Vanessa Botha, has to say.

Workplace mediation goes beyond dispute resolution—it fosters trust, collaboration, and workplace democracy. While formal processes exist, equipping employers and employees with mediation skills can proactively manage conflicts and strengthen workplace relationships. From bullying and discrimination to communication breakdowns, mediation offers a constructive alternative to adversarial approaches, aligning with the Labour Relations Act’s vision for economic development, social justice, and labour peace.

Conflict Dynamics Panel member Peter van Niekerk shares his insights on the case M v Bruwer & Ano [2019] 4 All SA 165 (WCC) in the article below. This case has significant implications for mediation and dispute resolution and Peter's analysis provides valuable perspectives for practitioners and stakeholders alike.