Investigations

“Truth matters. Getting the facts clearly, fairly and swiftly can be the difference between clarity and confusion — for people, for leadership, and for your culture.”

Sometimes the issues at the heart of tension, risk or breakdown in a team aren’t visible on the surface. When you need clarity before decisions are made and when neutrality matters,  a professional investigation gives you facts you can trust and insights you can act on.

Kate brings her conflict resolution expertise, investigative experience, and deep understanding of organisational dynamics to every engagement to help organisations understand what’s happened, why it happened, and what should happen next. 

What is an independent investigation?

An investigation is a structured process for gathering information, hearing different accounts, and reporting on what the evidence shows — without bias or hidden agendas.

It’s not about assigning blame arbitrarily; it’s about uncovering a clear, defensible account of events so leaders can make informed decisions that protect people, organisational integrity and future performance. 

Whether allegations relate to workplace behaviour, harassment, discrimination, misconduct, relationship breakdowns, or deep-seated misunderstandings, Kate approaches each matter with professionalism, procedural fairness, and sensitivity to all parties involved.

How Kate helps

Kate’s investigation work is grounded in:

• Independence and neutrality: Everyone involved needs confidence that the process is fair, balanced and uninfluenced.

• Natural justice and fairness: People are given opportunities to be heard and their views considered.

• Clear reporting: Findings are organised, factual, and practical — offering leaders real clarity.

• Respect and confidentiality: Sensitive matters are handled discreetly and professionally. Employment New Zealand

Every investigation is tailored to the needs of your organisation and the specifics of the situation.

Typical investigation approach

While every context is different, Kate’s investigative process often involves:

1. Defining Scope and Terms of Reference
   Establishing what will be investigated and how — in agreement with key stakeholders.

2. Gathering Information
   Reviewing documents, records, communications and other relevant material.

3. Speaking with People Confidentially
   Interviewing those involved or with relevant insight — giving everyone a voice.

4. Assessing Evidence
   Analysing information objectively, without presumption or partiality.

5. Reporting and Next Steps
   Delivering a clear report that outlines findings, observations and options for what should happen next — from organisational response through to mitigation and improvement. Duncan Cotterill

When should you consider an investigation?

Independent investigations are valuable when:

• The situation is sensitive, complex or emotionally charged.

• Multiple and conflicting versions of events exist.

• Internal capability or capacity for impartial fact-finding is limited or their are senior staff directly involved.

• Leaders want to protect organisational reputation, culture and there maybe media interest.

Why choose Kate?

Kate’s background as a  lawyer and conflict specialist means she understands both the legal context and the human dynamics at play. Her style is not adversarial, it’s about steadying organisations with clarity and care so they can make sound decisions which follow sound process..  Connect with Kate to discuss how an investigation can help your organisation navigate difficult decisions, protect your culture, and move forward with confidence.