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“Can’t see the wood from the trees” is a commonplace saying; one that I sometimes use myself and one that can often apply to those that I meet who are in a conflict situation, whether in the context of a mediation or conflict coaching. So this got… 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 »
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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.