Managing High Emotions in Conflict By Dionne Dury
This was the fourth topic in our series of online webinars recently; The Art & Science of Conflict Resolution. We chose this topic because emotions play… 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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From my perspective the whole process has gone very smoothly, from my initial call with Alison through to Sarah your office manager completing our new supplier paperwork and of course John for being proactive in contacting me. Both [redacted] and [redacted] have also asked me to pass on their thanks to you, [redacted] also mentioned he was very impressed with the service that has been provided.
HR Manager |
This was the fourth topic in our series of online webinars recently; The Art & Science of Conflict Resolution. We chose this topic because emotions play… Read more »
I have recently become an accredited [email protected] coach and so have added this tool and skill set to the accredited conflict coaching models that I 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.