Graphic titled "PEACE Framework" showing five principles for complex HR practice, with each principle represented by a colored circle and a corresponding icon: Purpose (pink circle, hands holding a target), Early-Intervention (gray circle, clipboard with a pencil), Authority (pink circle, shield with a check mark), Consider (gray circle, person with gears), Emotions (pink circle, smiling face with emojis).

PEACE FRAMEWORK FOR COMPLEX LEADERSHIP PRACTICE

The work of leaders across industries is becoming increasingly complex. Navigating ethical dilemmas, integrity risks and a range of high-stakes people decisions now seems to be a normal day’s work for modern leadership. However, we know this work is far from easy. It comes at a cost that can range from financial, reputational, operational or emotional. This is why we have created a simple framework, PEACE, for leaders, HR practitioners, and teams to use as a structured tool to help navigate integrity issues and complex workplace challenges.

PEACE is a framework commonly used in investigative interviewing and diplomacy. For this purpose, we have reimagined the model and adapted it to contemporary leadership practice. You are invited to download a complimentary copy of the framework to share with your team and organisation.

Important Disclaimer: The material contained in this document is provided as general information only. It is not, nor is intended to be legal advice. If you wish to take any action based on the content of this document, we recommend that you seek professional advice.

5 guiding principles for navigating complex HR matters

Purpose

What is our purpose? As HR? As an employer? The employee? Third parties? Why are we doing what we are doing? What is the outcome we want to achieve?
Early-Intervention

Complex HR cases move quickly, so HR must be prepared to act early and decisively. Delays can create or add to psychosocial risk factors.
Authority

HR must project credibility, confidence and a sense of authority in complex HR matters. Leaders and employees look to HR as the expert and authority.
Consider

HR must carefully consider the matter, recognising that given the inherent complexity, mistakes may be made, or things missed. It is not about perfection, but progress. Be prepared to adapt and correct as the situation evolves.
Emotions

Complex HR matters will involve equally complex emotions, and as a result: these intense emotions are often driving decision-making and responses of the parties (including for HR). HR must create space for these emotions to exist.

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