Email: [email protected] Tel: 08000 489235 LinkedIn
Having signed on the dotted line and completed all of the legalities I am immensely proud to now be able to call myself Operations Director of Mediation at Work.
It’s an exciting time for me and Alison Love, newly appointed Managing Director of the company, as we look to expand the services that the company offers.
We are both delighted that the founders of the company, John Drowley and Liz Hine are going to continue to be a part of the company and share in this new chapter with us.
If you are reading this then you have accessed our new website and if you subscribe to our newsletter you can read our regular blogs where there will be topical news and articles about workplace mediation and conflict positive working.
Our re-launch event is taking place at The Engine Shed in Bristol on Wednesday 25 May, 9.00 – 12.45pm. There is a free networking breakfast followed by a chance to see us all in action in a live mock mediation. Email me at [email protected] to reserve your place as spaces are limited.
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.
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.