Conflict Coaching – Shareholder/Director dispute

July 6th, 2020

The CINERGY model enabled the individual to better understand the conflict situation from both perspectives and the contribution that each was making to the situation. The Confict Dynamics Profile also enabled better understanding of constructive and destructive behaviours and hot buttons. Options for resolution and action were… Read more »

Conflict Coaching – Government Body

July 6th, 2020

The coaching enabled the employee to better understand the conflict situation and how he may have contributed to this by his communication style and his reactions and responses to conflict. As the employee’s resilience and confidence was badly impacted support was also provided to work on improving… Read more »

Conflict Coaching – Financial Sector

April 16th, 2018

In this case an individual had raised a formal grievance alleging bullying and harassment. This resulted in an exit agreement being reached with the alleged bully leaving the organisation. The complainant had been on long term ill health absence throughout a lengthy and difficult process. There was… Read more »

Testimonial

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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Featured Case Studies

Group Conflict – Conflicts between teams

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.

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Conflict Coaching – Shareholder/Director dispute

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.

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