Archive for the ‘Employee engagement’ Category

A Time for Reflection

January 5th, 2015

New year is a good time for both reflection and resolution. This year I have not made any resolutions but I have spent some of my down time reflecting on how both I and my  business have grown and developed over the past four years. Reflection is very important in the work that… Read more »

Choices for work and life; how employers are facing the challenges

April 10th, 2013

In association with Insight and Quantum I facilitated two breakfast round table events  with employers to discuss the challenges faced by the changing demographics of the workforce, how these are impacting and what action employers are taking. We have captured their thoughts and experiences below.

Action points from Skills to Manage Retirement Issues

March 28th, 2012

Around  20 HR and Business leaders attended my first Alison Love Limited seminar to discuss and  explore how to effectively manage issues that could arise in managing retirements without a retirement age and an aging population. As outlined in my earlier blog (http://blog.alisonlove.co.uk/2012/02/02/adult-conversations-or-better-performance-management-without-a-compulsory-retirement-age/) there are a number of issues… Read more »

Testimonial

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 |

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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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