The Most Common Mistakes Organisations Make When Managing Internal Workplace Investigations When concerns are raised in the workplace, whether involving bullying, harassment, misconduct, discrimination, grievances, or interpersonal […] 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 »
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 »
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 »
As we have previously extolled; the benefits of carrying out a robust workplace investigation cannot be underestimated. It will reduce the number of appeals and legal challenges […] Read more »
I have recently returned from a trip to Australia where I undertook a four-day training course on conflict management coaching. As well as having a very nice […] Read more »
Over a year ago I did some analysis of the mediation and conflict resolution work that I have been involved in for a number of years. […] Read more »
“Can’t see the wood from the trees” is a commonplace saying; one that I sometimes use myself and one that can often apply to those that I […] Read more »
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 […] Read more »
Neutral Assessment is a valuable and effective alternative in certain conflict situations; combining some of the advantages of an investigation and a mediation. Neutral Assessment is particularly […] Read more »
New ACAS Code of Practice puts mediation centre stage: What employers need to know For the first time in over 15 years, ACAS has published a… Read more »
If you've worked in management for any length of time, you'll know that workplace conflict is inevitable. People work under pressure. They have different personalities, different… 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.