CIPD in Wales Awards 2024 Best Learning and Development Initiative
We had a fabulous evening at the CIPD in Wales awards on Friday! We wined, we dined and we danced the night away. It was fantastic… Read more »
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Around 20 HR and Business leaders attended my first Alison Love Limited seminar to discuss and explore how to effectively manage issues that could arise in managing retirements without a retirement age and an aging population.
As outlined in my earlier blog (http://blog.alisonlove.co.uk/2012/02/02/adult-conversations-or-better-performance-management-without-a-compulsory-retirement-age/) there are a number of issues that might arise and which have the potential to cause conflict. The group discussed what action employers might need to take to proactively manage such issues. These included:-
As with any new discrimination, much is about managing a process of change which will include changes to policies and working practices as well as a change in all our mindsets. For more information about in-house training courses available on Conflict Management or Managing Difficult Conversations please contact me on 07808 829545 or visit www.alisonlove.co.uk
Finally, my thanks to all those who attended and for your contributions. Mug shots below!
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The report was very professional, it dealt with all the issues raised and was particularly thorough. It clearly took the time to fully understand all of the issues and background. It was complex but the report really helped to break it down and I’m hoping we can progress in a positive manner following the recommendations.
Group HR Manager, Energy Sector |
We had a fabulous evening at the CIPD in Wales awards on Friday! We wined, we dined and we danced the night away. It was fantastic… Read more »
3 new members of the Resolution at Work team have recently become certified in the fantastic Conflict Dynamics Profile model for conflict coaching, and we have… Read more »
It is not uncommon for conflict to arise between different teams. This can have considerable impact on both individuals and performance. A number of approaches can be used in this sort of scenario, including neutral assessment, team facilitation and group mediation.
Agreement could not be reached to enter into mediation in this situation and therefore coaching was an alternative support provided to one of the parties. The relationship between a majority shareholder and a shareholder/director was causing conflict. The relationship would be ok at times but disagreements would flare up from time to time and this was beginning to impact on the business.