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Alison was very responsive and I was able to speak to her very quickly following our initial enquiry which was very important to us at the time. When we met with Alison, she actively listened to our views and explanations of the situation and asked the right questions to ensure that the right solution was identified without making any presumptions. Alison was very quick to gain our confidence that she was the right person to commission as a mediator in the situation; we had confidence that our staff employees would feel comfortable to meet with her.
The information that we were provided with was clear and the timelines were well laid out. It was also clear what role we needed to play; again this was important as we then understood what day to day support might be needed in addition to the mediation itself. There were good suggestions regarding possible follow up actions such as conflict coaching and it was clear that there was a continuing relationship and backup should we need it.
The individuals concerned have provided feedback that they found the whole process helpful. They now have some direction on how to work together and there is a real sense that their relationship is much more professional and productive both for them and those around them.
Alison was professional but personable throughout and I would have no hesitation in using her services again.
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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 |
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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.