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We were recently delivering a workshop in collaboration with the West of England CIPD; the aim of which was to explore the variety of informal options available to resolve workplace conflict. It is a workshop that we have delivered a number of times, to line managers and… Read more »
Alison Love Limited and Mediation at Work have now come together under one brand; Resolution at Work. This is due to the evolution of the two businesses, reflects more accurately all that we do and recognises that we have pooled our expertise and are working together in… 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 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 »
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 useful where there are complex HR issues that need to be explored, for example where there are large group conflicts… Read more »
Our newsletter provides details of latest news, upcoming events and links to interesting articles around the topic of conflict resolution, mediation and training.
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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… 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… 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.