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Regular blogs related to mediation, conflict or other workplace issues. To ensure that you don’t miss one, please subscribe to our newsletter.
Whilst mediation can be very powerful it is not always appropriate or possible in every case so it is necessary to have a range of tools at your disposal. Conflict coaching is a very good one to have in your tool box. Three years ago I trained… 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 and ensure that the employee feels that they have been listened to and heard. So here are some of the… 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 »
I am often asked what a Neutral Assessment is, how and when you would use it, what the process involves and what are the benefits. Whenever we have used it, we have received very positive feedback and at the end of last year, one of our clients… Read more »
No, we’re not referring to the 80’s pop song by New Order! Blue Monday occurs on the third Monday of January; it is considered to be the most depressing day of the year as it follows all of the festive cheer and frivolity of Christmas and the… Read more »
This expression is most often used in a way that suggests conflict should be “nipped in the bud” as early as possible. The meaning of the expression itself refers to “putting a stop to something while it is still in its early development.” The phrase derives from… Read more »
Conflict Resolutions 2019 by Alison Love I don’t really do New Year Resolutions and generally don’t like lists so I thought a list of resolutions would be an excellent idea! A resolution is defined as a “firm decision to do or not to do something”. Here is… 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.