Email: [email protected] Tel: 08000 489235 LinkedIn
Reading to Bristol in aid of Breast Cancer Care As some of you will know I have recently completed a charity cycle ride with two very good friends who have become known collectively as Team DotAlEna. The big question that you might be asking (and one that I… Read more »
It is hard to believe that this time last year, I was returning from my six-week trip around Europe to start trading as Alison Love Limited. I did not doubt my decision but I was anxious about the prospect of no paid work or employment on my… Read more »
Follow us on LinkedIn, where we provide details of latest news, upcoming events and links to interesting articles around the topic of conflict resolution, mediation and training.
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.