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 to […] Read more »
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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 […] 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 a […] Read more »
Happy New Year! We hope you all enjoyed some downtime over what can be a hectic period. For obvious reasons, ‘Resolution’ is always at the forefront of […] Read more »
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. […] Read more »
Returning to work after the break, we have been reading through the resolutions, round-ups and predictions for the year ahead. This has inspired us to use the […] Read more »
The Legal v Mediation Professions I was delighted and extremely proud to be shortlisted recently for the National Mediation Awards for Workplace Mediator of the Year. The […] Read more »
As a secondary resource to our September webinar on Conflict Coaching we are providing this overview to cover some of the aspects discussed in the session by […] Read more »
“I was angry with my friend; I told my wrath, my wrath did end. I was angry with my foe; I told it not, my wrath did […] Read more »

Absolutely — here’s a polished, workplace-ready blog you can use for your company. It’s clear, balanced, and written to help employees and leaders understand why and… Read more »

As Stress Awareness Week reminds us each November, stress remains one of the biggest hidden costs to UK businesses. The Health and Safety Executive (HSE) reports… 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.