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3 new members of the Resolution at Work team have recently become certified in the fantastic Conflict Dynamics Profile model for conflict coaching, and we have a 4th member due to become certified in March. As we congratulate Debbie, Sonia, and Naomi we thought it would be… 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 our minds, but in January it takes on a slightly different meaning! If your New Years Resolution is to manage… 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. Have you heard of the phrase “Throwing your teddies out of the pram”? It came up a lot recently during… 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 awards ceremony was held at the Houses of Parliament, so it felt like an excellent opportunity to have a trip… Read more »
We are all having to adapt rapidly to many challenges during this difficult time. I have to admit that I have been struggling to come to terms with what is happening and the impact on all our lives. I am also worrying about family and friends who… Read more »
I have been working with Jayne Jones of Positive About People on a development tool for teams that enables them to objectively identify and discuss the underlying causes of conflict and improve team working. We have a prototype tool, have done some road testing and see potential… Read more »
I have recently completed a Mental Health First Aid course. The reason for doing this course was to ensure that when I am working with people in conflict situations, I am taking full account of the individual’s mental health and that I am not unwittingly exacerbating any… Read more »
Most organisations are familiar with using mediation in the context of conflicts that arise between individuals in the workplace but what about where issues arise within a team? How can mediation help and what is the difference between group mediation and a group facilitation? We thought it… Read more »
For International Women’s Day 2019 Alison and Dionne talk about two women who inspire them: I had the privilege of meeting Mo in Belfast when she was Secretary of State for Northern Ireland at an International Women’s Conference (particularly apt for today). Mo had amazing charisma, was… Read more »
For World Book Day 2019 the Resolution at Work team recommend their favourite books: Alison: “Mediating Dangerously” by Ken Cloke A guru of the world of mediation. This book was an inspiration to me in my early days as a mediator. It invites mediators to take risks… Read more »
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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 |
We had a fabulous evening at the CIPD in Wales awards on Friday! We wined, we dined and we danced the night away. It was fantastic… Read more »
3 new members of the Resolution at Work team have recently become certified in the fantastic Conflict Dynamics Profile model for conflict coaching, and we have… 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.