Resolve Conflict In Your Workplace

Hi, I’m Monica Wizinski. I offer independent mediation and investigation for organizations, leaders, and teams to navigate workplace conflict. I provide fully insured, neutral services at about half the rate of legal counsel. Book a confidential consultation today and let’s resolve conflict, reduce risk, and protect your workplace culture

About Monica

20 Years of Conflict Resolution Expertise

I help organizations navigate complex people issues calmly and efficiently. Unlike lawyers (who are trained in litigation or corporate compliance but rarely in investigations) I’ve spent 20 years serving as an independent workplace mediator and investigator.

From harassment and discrimination complaints to leadership breakdowns and culture drift, I’ve seen how quickly issues escalate — and how powerfully they can be resolved with the right process.

My career includes national training on respect and communication with the Canadian Department of National Defence, large-scale workplace investigations, and mediations where people who could barely sit in the same room found a way forward.

Credentials

B.A. in English Literature (McGill University) Diploma in Conflict Management (University of Windsor, Faculty of Law)

Expertise

Mediation, workplace investigations and assessments, workplace training, conflict coaching for leaders

Approach

Evidence-based, trauma-aware, culturally sensitive, and outcome-focused. My process entails individual interviews, objective evidence collection and review, and detailed reporting with actionable recommendations

Work With Me

Professional Services & Mediation

Every organization faces conflict. Anytime people work together, change is constant, and with change comes friction. That friction can feel uncomfortable, but it’s also the spark that drives progress. Conflict is not a sign that something is broken — it’s a sign that something is moving.

Without conflict, there would be no innovation, no new ideas, no growth.
Conflict challenges us to listen more deeply, to see beyond our own perspective, and to find stronger, more creative solutions.

When we embrace conflict as an opportunity rather than a threat, we don’t just solve problems — we build trust, resilience, and a culture that’s prepared for the future.
Conflict, handled well, makes us better.

I provide independent, confidential support

I create a safe, structured space where even people who ‘can’t stand each other’ can sit down, be heard, and move toward resolution.

Outcomes: Reduced friction, clear agreements, documented next steps.

Neutral fact-finding into harassment, discrimination, or policy-related complaints with clear reports and recommendations.

Deliverables: Interviews, analysis, written report.

I support executives and managers through difficult conversations, workplace transitions, high-stakes issues, and the pressures of managing overstretched teams.

Focus: Scripts, boundaries, decision-making, and follow-through.

Practical workshops to address conflict at the lowest level before it escalates. Specifically tailored to your policies to strengthen communication, reduce complaints, and create healthier team culture.

Outcomes: Shared language, early-issue surfacing, consistent manager response.

Case Studies

Confidentiality is central to my work. While I can’t share client names, here are some anonymized examples of the results organizations have experienced:

Monica provided a clear, fair, and unbiased investigation that ensured every voice was heard. Her professionalism and sensitivity helped restore trust within the team. The comprehensive report and thoughtful recommendations gave us a concrete path forward. We would not hesitate to contract her again in the future should the need arise.

Our agency required a neutral third party to manage an investigation into workplace bullying. Monica approached the matter with rigor, impartiality, and respect for confidentiality. Her ability to conduct thorough interviews and manage sensitive dynamics instilled confidence in both employees and leadership. The mediation and training sessions provided afterward help strengthen our culture of respect and accountability.

In the highly regulated and high-pressure environment of banking, it is crucial to address complaints quickly and thoroughly. Monica delivered an investigative process that was not only meticulous but also compassionate. She created a safe environment for staff to share openly, which allowed us to uncover the root of the issue. The outcome was a well-documented, actionable report, along with practical coaching that has improved our management practices.

Healthcare is a demanding field where tensions can run high. We engaged Ms. Wizinski to investigate a series of workplace complaints, and the process was exemplary. Her neutral and trauma-informed approach reassured staff and ensured fairness throughout. Beyond the investigation, her mediation skills helped heal relationships, and her tailored training on respectful workplace practices has made a lasting difference. Our teams feel safer and more supported.

Frequently Asked Questions

What’s the difference between mediation and investigation?

Mediation focuses on rebuilding relationships and creating agreements for the future. Investigations determine findings on alleged policy breaches. I help you choose the right approach for your situation.

Why bring in an external investigator instead of handling it internally?

Internal teams—even from other departments—can carry real or perceived bias. A neutral outsider increases credibility, protects against conflicts of interest, and reduces legal and reputational risk. My role is to provide a fair, defensible process and practical recommendations your leaders can act on.

Why not just hire a lawyer?

Lawyers are trained for litigation, not mediation or investigations. I charge half the rate of most lawyers and bring specialized expertise that lawyers often don’t have.

Are you insured? Do you provide legal advice?

Yes, I am fully insured. I’m not a lawyer and don’t provide legal advice. I complement internal/external counsel with neutral fact-finding, mediation, and conflict coaching.

What does your investigation process look like?

I follow a clear, defensible sequence:

Confidential interviews with parties and relevant witnesses (psychological safety first)
Objective evidence review (documents, emails, policies, HR records, etc.)
Written findings aligned to your policies, collective agreements, and applicable law—plus actionable next steps and recommendations.

Who hires you?

I work with HR leaders, CEOs, directors, boards, and compliance teams across universities, health care, government agencies, and corporations (including banks and other financial institutions).

Is this confidential?

Absolutely. Confidentiality and neutrality are the foundation of this work. I clarify parameters with every client so there’s no confusion.

How long does it take?

Scoping typically takes a few business days. A two-party mediation may resolve in one or two sessions, while large investigations can take several weeks to months depending on scope.

What does it cost?

My services are typically half the cost of hiring a lawyer, with more specialized results. I offer hourly rates or flexible options for organizations depending on scope. Book a free consultation today to determine the fit together.

The cost of conflict shows up fast—absenteeism, stress leave, turnover, stalled projects. Early, neutral intervention costs far less than letting issues grow.

The Best Time to Resolve Conflict is Now

Workplace conflict doesn’t fix itself. The longer it lingers, the higher the cost. Address conflict early and restore trust, clarity, and performance in your workplace. Book a consultation today and let’s build a workable path forward for all parties involved.