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Why early resolution matters We’ve all seen it happen time and time again, a small misunderstanding between colleagues quietly grows into something much bigger. Sometimes others get […] Read more »
Background In August 2025, the Charity Commission for England and Wales released its findings on the internal dispute arising at Sentebale, the charity co‑founded by Prince Harry […] 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 »
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 »
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 »
I find it really hard to believe that it is 10 years since I took a leap of faith and left my secure position as a partner […] Read more »
The need for investing in early and informal conflict resolution has never been greater. I have said many times before that employers should adopt a strategic approach […] Read more »
We are now one year on from lockdown number one in March 2020. Who would have anticipated at that time how much the world was about to […] Read more »
I have recently become an accredited Resilience@Work coach and so have added this tool and skill set to the accredited conflict coaching models that I have been […] Read more »
As an active member of the CMC Workplace and Employment workgroup, I was delighted to be asked to be involved in a series of events that the […] 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 »
Our CEO, Trish Hewitt, shares her views and experiencing relating to Black History Month. What is Black History Month? Every October the UK celebrates Black… 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.