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Concerns arose in relation to low engagement scores within a particular department. It was of concern that there was a rise in the number of individuals indicating that they did not consider that allegations of bullying and harassment and/or inappropriate behaviour were dealt with satisfactorily. We met… Read more »
Individual meetings with team members identified a number of issues which were collated into a non-attributable report with recommendations for action. The conclusions were fed back to the management team in a sensitive and constructive way and then subsequently the main findings were shared with the… Read more »
This project was commissioned by Companies House, a long-standing client who we have worked with in this way several times. In this case, the Digital Services Team had consistently low engagement scores. There had been several changes in leadership, there was evidence of a general sense of… 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.