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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 »
I have been becoming increasingly interested in mindfulness recently. This comes from a number of sources. Firstly, it is difficult to pick up a newspaper or read […] Read more »
I recently had the experience of attending court to give evidence and being subjected to cross-examination. This was probably one of the most daunting experiences of my professional […] Read more »
I have been involved in a few cases recently (and more than I care to remember in the past) where long-standing, previously well-respected and high performing individuals […] 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.