10 years and counting!
I find it really hard to believe that it is 10 years since I took a leap of faith and left my secure position as a… Read more »
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New year is a good time for both reflection and resolution. This year I have not made any resolutions but I have spent some of my down time reflecting on how both I and my business have grown and developed over the past four years.
Reflection is very important in the work that I do as a mediator, coach and trainer. I have got into the habit of engaging in reflection as it is part of my continuous development and learning. As Confucius put it “There are three methods of gaining wisdom. The first is reflection, which is the highest. The second is imitation, which is the easiest. The third is experience, which is the bitterest”.
So here is some of the wisdom that I have gained along the way through reflection:-
So that was the last four years; here are some of the things to come in 2015 and beyond;-
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Hayley’s report was very professional, it dealt with all the issues raised and was particularly thorough. She had clearly taken 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 |
I find it really hard to believe that it is 10 years since I took a leap of faith and left my secure position as a… Read more »
The need for investing in early and informal conflict resolution has never been greater. I have said many times before that employers should adopt a strategic… 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.