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Save Time, Save Stress, Save Money – Make Mediation Work For You This was the very apt title for the recent Civil Mediation Council conference on workplace mediation. The conference was very well attended with a range of speakers from organisations who had implemented mediation schemes, to… Read more »
I cannot recall a time when political opinion has divided people as much as it seems to be doing at the moment. Both Brexit and Trump’s election victory brought shock results and the campaigns polarised opinions dramatically. There have been reports of family relationships being impacted as… Read more »
I have recently returned from a trip to Australia where I undertook a four-day training course on conflict management coaching. As well as having a very nice time in the spring sunshine I have successfully become a trained CINERGY conflict management coach. I have been aware of the CINERGY… Read more »
What is mediation in the workplace? Most people have heard of mediation and have their own idea of what it means to mediate in a conflict situation. Having delivered training to many HR professionals and Line Managers I frequently hear accounts of situations where organisations are asking… Read more »
Neutral Assessment: another conflict resolution option Last month our new Managing Director, Alison Love, reflected on the causes and approaches to workplace mediation and one of her reflections was that there seems to be a greater awareness and recognition that mediation is a preferable option… Read more »
Over a year ago I did some analysis of the mediation and conflict resolution work that I have been involved in for a number of years. Sine then it has been a busy time with much change. In April I acquired and existing mediation services business… Read more »
Over a year ago I did some analysis of the mediation and conflict resolution work that I have been involved in for a number of years. Now six months into my time with Mediation at Work I thought it would be a good time to revisit this… Read more »
How do you measure success? As a mediator, it is important to me that participants can fully participate in the process, have their say, and hear the other person’s perspective. It is not necessary that they agree, but it is important that they have increased understanding; both… Read more »
“Can’t see the wood from the trees” is a commonplace saying; one that I sometimes use myself and one that can often apply to those that I meet who are in a conflict situation, whether in the context of a mediation or conflict coaching. So this got… Read more »
I have been becoming increasingly interested in mindfulness recently. This comes from a number of sources. Firstly, it is difficult to pick up a newspaper or read any HR press without there being some reference to it’s positive impact on employees and the number of books and… Read more »
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I have found the experience of coaching extremely positive. From the initial assessment of my traits (using the CDP Model) to working one to one with Naomi, I have managed to identify personal development objectives and have been provided with new techniques and support to achieve them. I cannot recommend this service more, especially for people in the Veterinary industry that often do not receive these skills within their training. I feel much more confident in completing my job role with minimal personal stress.
Emma Martin, Head RVN and JVP, Vets4Pets |
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.