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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 do.
Have you heard of the phrase “Throwing your teddies out of the pram”?
It came up a lot recently during a really positive mediation. Afterwards, Alison made a throwaway comment that we should send a teddy to their office, and it spiraled a little as these things tend to do. Now we have Resolution at Work teddy bears keeping us company at our desks, coming with us to Roadshows and helping us to promote our new RESOLVE! training provision (join us over on Instagram for more about that!)
A teddy bear must have a name, and ours is no exception. Ours is named Bunchy, in honour one of our all-time Mediation heroes.
Ralph Bunche was a Nobel Peace Prize winning mediator credited with bringing peace to Palestine as the UN Mediator during the late 1940s, as well as countless other UN peace negotiations. He was the first person of African decent to receive the Nobel Peace Prize. He worked in wartime intelligence service during WWII, was a political scientist, a civil rights campaigner and was instrumental in ending colonialism and in the creation of the Universal Declaration of Human Rights. His career changed the modern world for the better and his influence is keenly felt today. You can read more about Ralph Bunche’s incredible life at the United Nations website.
“If you want to get across an idea, wrap it up in person.”
– Ralph Bunche (1904 – 1971)
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 |
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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.