Navigate the snakes and ladders of conflict resolution

Feb272020

When: February 27 2020 | Where: The Business School, University of West of England

An interactive session exploring the various options available to manage workplace conflict; mediation, conflict coaching, neutral assessment, facilitated conversation.

When it becomes clear that there is some ongoing disharmony amongst colleagues at work, there are a variety of ways of responding to this. This interactive session looks at the pros and cons of each and considers which may help to positively manage the situation and which may escalate the situation; how to climb up the ladders and how to avoid the snakes that may be hiding in the long grass!

Speakers: This workshop is led by Dionne Dury and Sarah Embleton of Resolution at Work in collaboration with West of England CIPD. Both have extensive backgrounds in employment law advising on workplace disputes and both are accredited and practising mediators.

Book via Eventbrite

« All events

Testimonial

From my perspective the whole process has gone very smoothly, from my initial call with Alison through to Sarah your office manager completing our new supplier paperwork and of course John for being proactive in contacting me. Both [redacted] and [redacted] have also asked me to pass on their thanks to you, [redacted] also mentioned he was very impressed with the service that has been provided.

HR Manager |

Latest from the Blog

Mental Health Awareness Week 2020: Resources for Mental Health

For Mental Health Awareness week (18 - 24 May 2020) we have rounded up some of our favourite resources for mental health: Mental Health Foundation The… Read more »

Doing things differently; reflections on mediating online. By Dionne Dury

We are all being challenged to do things differently and to work in ways that may be unfamiliar to us. We have had a good hard… Read more »

Featured Case Studies

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.

Conflict Coaching – Government Body

This case involved post conflict support. The employee concerned had been struggling to manage a conflict situation that had arisen within his team. He did not feel that he was getting support from his manager, felt that he was the "fall guy" for delays in a particular project and relationships were breaking down. The employee had been moved to a different team with a new line manager who was more supportive and was working on different projects. However there was still an adverse impact on the employees health, well-being and confidence.