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 »
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At my recent book launch party I demonstrated some conflict resolution skills and principles using a somewhat hammed up and seemingly trivial dispute around one colleague (Ethel) being upset by another colleague (Martin) using her mug.
This got me thinking about the link between conflict resolution and the phrase “a mug’s game” and I undertook a bit a research on the meaning and derivation of the term. The word ‘mug’ is thought to originate from Scandinavia or Sweden where the word was (as you might expect) first used to describe a drinking vessel. It is then thought to have been used to describe a person’s face (or exaggerated facial expressions) from the practice of drinking from mugs shaped like grotesque faces. From this you then get terms relating to a persons face such as a “mug shot” and to terms referring to the person as a fool or someone who is easily deceived.
There are various definitions of “a mug’s game” such as “an activity that will not make you happy or successful” and “a foolish, useless, or ill advised venture.”
So, is conflict resolution an ill advised venture that is unlikely to succeed or something that will not make you happy or successful? Not surprisingly my answer to that questions is an emphatic no!
I hope that this has convinced you that conflict resolution is not a mug’s game; it brings real positive benefits and learning, saves costs and limits impacts on health and wellbeing. Not to engage in alternative ways to resolve conflict would clearly be foolish and you would have to be mug to do so!
Finally, if you would like to see the hammed up performance here it is in full:
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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 |
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.