Difficult Conversations Done Right: Why Avoiding Them Is the Real Problem Difficult conversations are a part of every workplace. Whether it’s addressing poor performance, resolving tension between […] 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 »
“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 »
This was the fourth topic in our series of online webinars recently; The Art & Science of Conflict Resolution. We chose this topic because emotions play a […] Read more »
It is par for the course as a manager that you will face having difficult conversations with staff from time to time. Such conversations might include tackling […] Read more »
Conflict Resolutions 2019 by Alison Love I don’t really do New Year Resolutions and generally don’t like lists so I thought a list of resolutions would be […] Read more »
What does a Navy SEAL have to do with having a difficult conversation you might ask? Whilst the context in which we have difficult conversations in the […] Read more »
Common mistakes people make in workplace mediation (and how to avoid them) At Resolution at Work, we spend a lot of time helping people have conversations… Read more »
Difficult Conversations Done Right: Why Avoiding Them Is the Real Problem Difficult conversations are a part of every workplace. Whether it’s addressing poor performance, resolving tension… 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.