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 to spend time with the team and our colleagues in the wider HR world and catch up with some of the fantastic and inspiring things that are going on within our ever-developing industry. The icing on the cake however, was winning the award for Best Learning and Development Initiative. This is a hugely meaningful award for us and it reflects all the hard work that Mark, our Training and Development Lead, and Alison have put into the creation and development of RESOLVE! We are so proud of the impact it is having already, and how well it complements our wider work in supporting organisations in their move towards conflict postive culture change from the ground up – saving money, time and morale all the way!
So what is this award winning training all about? This is something we have heard a lot since Friday and I’m glad you asked!
Resolve! is a game-based training day based around workplace conflict scenarios. It’s quick to learn and challenges teams to make true-to-life decisions, considering the consequences of their actions or nonaction and covering commonplace challenges your teams may face:
– How to identify conflict
– When to act, when not to act
– What tools and options are available
– Formal vs informal processes
Resolve! is a hugely enjoyable and interactive training day that works to imbed new learning and raise awareness of the true cost and impact of conflict. We have seen fabulous results already and we’re really proud of the impact that it has had for our trail-blazing early adopting clients! We can’t wait to share it further. Have a look at our Resolve! page for a great video and some more info, and get in touch if you’d like to discuss how Resolve! could work for your team or organisation.
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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.