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The University has worked with Mediation at Work over a number of years. They have trained our internal mediators for student and staff matters and we have also used them for mediating and supporting particularly complex or challenging inter-staff matters. I have found their input to be helpful and worthwhile and to have consistently led to improved outcomes.
Based on the feedback that I have received from those with whom they have worked, I have found John and Liz’s approach to be professional, confidential, trustworthy, calm, sensitive and empathetic as well as being insightful, confidence-instilling and able to challenge and facilitate individuals appropriately to make important progress.
I particularly value the consistency and thoughtfulness of Mediation at Work’s input and how their independence from our organisation enables them to achieve more. I would recommend them to other organisations.
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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.