Director of HR, Royal College of Physicians

May 1st, 2015

Alison’s speed of response was excellent and this was very important to us. Alison adopted a very straightforward approach, she was immediately receptive and asked the right questions; it was clear that she knew what was needed to be done and we quickly established a rapport. I was looking for a mediator who could work well at senior level, it was important that we had an external view and that we had the right level of capability and experience. Alison clearly had the credentials and she immediately gave us confidence that she had the right capability to work at a senior level. She demonstrated that she was able to work in an environment that was quite political and provide an holistic and objective perspective. Alison clearly presented and articulated the facts on which we could then make a decision.

Alison provided precisely what we wanted and we achieved the right outcomes. Alison did a fantastic job and was lovely to work with. I would highly recommend Alison to my contacts and network and look forward to working with her again in the future.

« All posts

Comments are closed.

Testimonial

The report was very professional, it dealt with all the issues raised and was particularly thorough. It clearly took the time to fully understand all of the issues and background. It was complex but the report really helped to break it down and I’m hoping we can progress in a positive manner following the recommendations.

Group HR Manager, Energy Sector |

More Testimonials »

Latest from the Blog

View all blog articles »

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.

Read more »

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.

Read more »

View all case studies »

Close