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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.
A project involving a Neutral Assessment that we undertook has been recognised as a gold winner in the CIPD Wales Employee Engagement awards. We are delighted that the project has been recognised in this way, particularly as we have long extolled the virtues of the Neutral Assessment…. Read more »
The CMC’s event series; Save Time, Save Money, Save Stress Resolving Conflict at Work has travelled across the UK and a few weeks ago came to Cardiff. Kindly sponsored by Cardiff Metropolitan University the event saw a great range of speakers and expert panellists covering a range… Read more »
The benefits of carrying out a robust workplace investigation cannot be underestimated; it will ensure that employees feel that their cases have been fully heard thereby reducing the number of appeals as well as reducing risks of cases succeeding at Tribunal and the time / costs associated… Read more »
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. Two years ago I trained… 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 time alone always heals. Personally, I can recall historical situations which still hurt to some extent and in my experience… 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 welcome your views to help us understand the barriers to mediation that you experience so we can explore what more… Read more »
What does a Navy SEAL have to do with having a difficult conversation you might ask? Whilst the context in which we have difficult conversations in the workplace is very different, the strategies and training used by Navy SEALs to prepare them to become hostage and crisis… 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 option for dealing with conflict. At a meeting of the Board this month and in honour of World Justice Day… 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 heard a number of HR practitioners express the view that where an employee raises allegations of sexual harassment there is… Read more »
It constantly amazes me that we are taught to speak, taught to read and taught to write and yet we are not taught to listen. This is despite listening being a vitally important and difficult skill to really master. As the saying goes, “God gave us two… 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.