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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 »
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 »
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 »
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 »
We are all being challenged to do things differently and to work in ways that may be unfamiliar to us. We have had a good hard look […] Read more »
“Time heals all wounds, negative feelings eventually fade away” I have found it difficult to determine the origins of this saying and I am not sure that […] Read more »
A number of recent instructions for mediation services have not proceeded to mediation. It may be coincidence but it feels as though this is increasing. We would […] Read more »
I sit on the Board for Restorative Bristol. Restorative Bristol’s vision is to become a city where individuals, agencies and services see restorative approaches as the first […] Read more »
In the aftermath of the Harvey Weinstein revelations and #me too campaign, I have attended a number of events where sexual harassment has been discussed. I have […] 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.