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Nobel Prize Winners and teddy bears? You wouldn't have thought those two things would have anything at all in common but at Resolution at Work they… Read more »
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I don’t really do New Year Resolutions and generally don’t like lists so I thought a list of resolutions would be an excellent idea!
A resolution is defined as a “firm decision to do or not to do something”. Here is my list of things that I have made a firm decision to do (at various times and not just for New Year). I hope that you find this list useful and that it will help others to improve relationships and to positively manage conflict.
I hope that my list helps in managing positive relationships and resolving conflicts in 2013 and beyond and take this opportunity to wish all of my readers a peaceful and happy New Year.
If you would like further guidance on Having Difficult Conversations and How to Manage them my next seminar on 28th February may be of interest. For full details see http://www.alisonlove.co.uk/a/pdf/managing_difficult_conversations.pdf
Our newsletter provides details of latest news, upcoming events and links to interesting articles around the topic of conflict resolution, mediation and training.
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 |
Nobel Prize Winners and teddy bears? You wouldn't have thought those two things would have anything at all in common but at Resolution at Work they… Read more »
Our Values: Empowering, Professional, Creative, Integrity, Trust Returning to work after the break, we have been reading through the resolutions, round-ups and predictions for the… 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.
I quite like looking through an article that will make
people think. Also, thanks for allowing for me to
comment!