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Managing Change – Government Advisory Body

Mediation was requested to help two colleagues resolve issues that had arisen between them as a result of a change of management and proposed restructure of the organisation. This case was completed in one day and commenced with separate private meetings with each party, followed by a joint meeting.

One employee shared with the mediator (in private session) that she had been so affected by what was happening that this had resulted in time off work with work-related stress for several weeks. The employee had been on an extended career break. There had been a change of management prior to her returning to her previous role and she now felt that she was being micromanaged. In addition significant reorganisation was being proposed. The employee had enjoyed additional responsibility during her career break  and was now very concerned about how her role would be affected by the restructuring process and feared that she would lose areas of responsibility that she enjoyed.

In the private session with the manager the mediator discovered that the manager had concerns regarding the employee’s performance; it was her view that the employee only did those tasks that she was interested in. The manager also felt that the employee was jealous of her management role and did not recognise her seniority. Both felt a lot of uncertainty about how their roles would be effected by the reorganisation.

During the joint meeting, the manager apologised for the breakdown in communication. The employee was then able to express her fears for the future and her feelings regarding her loses of responsibility and being micromanaged. The parties were able to discuss what would be appropriate in terms of management support and the performance concerns. The parties reached an agreement that would help them to deal with future issues, including working together on the plans for the service going forward and a commitment to having regular one-to-one meetings and avoid communicating only by email.

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Testimonials

  • 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

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Testimonial

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 | Emma Martin

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Featured Case Studies

Group Conflict – Conflicts between teams

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.

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Conflict Coaching – Shareholder/Director dispute

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.

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