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 »
Email: [email protected] Tel: 08000 489235 LinkedIn
Expert in: Supporting Organisations Conflict Coaching
Denise is a senior HR professional who has worked in a range of HR roles for over 25 years, mostly in the not-for-profit/charity sector in recent years. She has worked across all aspects of HR, with a focus on Learning, Organisational Development and Diversity Equality & Inclusion (DEI) work. Her most recent role was Head of People for the Open Data Institute, prior to which she has worked for the Royal College of Physicians, the British Lung Foundation and Nacro.
Denise is a Fellow of the CIPD, has managed several consultancy projects and has spoken at various conferences. Her current consultancy work is centred in the DEI space and in Organisation Diagnostics and culture programmes.
Denise’s work is values driven and she has been the project lead for the development and alignment of values for several organisations. She is passionate & curious about people, OD, personal development, internal communications, personal brand and belonging. Her approach is to focus on understanding and evidence in order to connect people, things and ideas, with sensitivity. Where she deems it necessary she will challenge the status quo and speak truth to power to enable positive personal and organisational growth.
Denise holds an APMG accredited Change Management Foundation certificate and has completed the Organisational Development Programme (diploma) with Roffey Park. She is also trained in the use of Strength Deployment Inventory and Thomas International profiling tools.
Denise a Lay Tribunal Member for her HM Courts and Tribunal Service dealing with discrimination cases. She currently also sits on two Boards – CAYSH and Methodist Homes Association (MHA) having previously been a Trustee of Langley House Trust for nine years, during which time she sat on both the Audit and People Committees.
Something Denise is particularly proud of is that she has maintained strong relationships with many of the former CEO’s she has worked with (who are willing to testify to her professionalism, passion and expertise), as well her continued mentoring and support of her former direct reports. She has also been invited back to work as a consultant with several organisations she has formally been employed by and sees that as another testament to her skills and credibility.
Denise doesn’t have much spare time especially as the mum of a teen, but when she’s not doing ‘the day jobs’, she’s often ‘working’ on her Image consulting/Body confidence activities or doing church stuff. She does however always find time to spend with her family and for eating out. She enjoys the cinema, musical theatre and holidays. Denise likes to dabble in new creative activities whenever possible and is currently enjoying brush lettering and making pom-poms. She has recently taken up adult ballet in a bid to be active.
To contact Denise: [email protected]
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I have found the experience of coaching extremely positive. From the initial assessment of my traits (using the CDP Model) to working one to one with Naomi, I have managed to identify personal development objectives and have been provided with new techniques and support to achieve them. I cannot recommend this service more, especially for people in the Veterinary industry that often do not receive these skills within their training. I feel much more confident in completing my job role with minimal personal stress.
Emma Martin, Head RVN and JVP, Vets4Pets |
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.