People problems at work?
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I'm a coach, trainer, facilitator and mentor specialising in conflict resolution between people and teams in organisations.
I create successful organisations by showing people how to work through differences and resolve their conflict and communication breakdowns.
How I work : Facilitating communication and resolution between two or more people
I work in a non-legal, non-formal framework providing resolution of issues, the development of trust, and the repair of working relationships. I resolve interpersonal difficulties where people are committed to developing something new in their relationship and being open to achieving a new resolution.
I prefer to nip issues in the bud prior to formal complaints where positions can become entrenched or where there are formal disciplinary procedures requiring third party involvement.
In potential ‘bullying’ situations, as part of the resolution I give coaching to help the complainant take the first step to raise the concern directly with the alleged bully (Self Help option). Often people need skills and tools to raise issues in emotionally charged situations prior to attending facilitated meetings.
To begin, the organisation has agreement in principle from the parties that they are willing to be part of a resolution process that involves goodwill and has everyone’s interests at heart including the organisation.
Because of the informal nature of the meeting and the intention of generating trust and goodwill, there is no need to invite support people unless there are exceptional circumstances and agreed with me in advance.
In working or meeting with me you agree to my Terms of Trade
My work in conflict resolution takes a variety of forms: #Forms-of-conflict-resolution
Stage 1: Planning and Preparation – Meet with those who have an overview.
This is often the person who is responsible for the outcome or is the person responsible for paying my fee (the client).
We will discuss the whole history of the situation, what has been done, and then discuss possible next steps, including what outcomes are wanted from the resolution process, going forward, with the time frame. We identify the key players for me to interview and move to stage 2.
Stage 2: Planning and Preparation – Meet with each of the parties individually and any other key players.
I will ask the parties:
- How open are you to working on new solutions?
- How much trust and goodwill do you have towards the other person/people?
- How willing are you to resolve things and move forward?
- How much do you care about the working relationship? Do you have a vested interest in it?
- How much do feel you are right and the other person/people are wrong?
- How prepared are you to look at your own functioning and acknowledge your contribution to the problem?
Through discussing the situation with those involved, one to one, I will get an overview of the situation and find out the history, the issues, and get a perspective from different points of view. I will be fully briefed on what the parties want from this process going forward. We will get a good idea of what has contributed to the relationship difficulties from their different points of view.
This is also a chance to identify things that are in each person’s control to improve the working relationships right now and for the future. We will discuss the various options for resolution including the possibility of a facilitated meeting or mediation.
This stage can produce positive changes simply by bringing the issues out into the open and by taking immediate actions to improve the relationship. These sessions will be one-on-one with me and are part of an informal resolution process.
Stage 3: Discussion of recommendations with the client.
I will let you, the client, know the options for resolution, and give you my recommendations, including the cost of these. We will discuss these and agree on the best way forward. The solutions may include a facilitated conversation or mediation, or other organisational development strategies, professional development or coaching programmes.
If I think a facilitated meeting will not work or be in the best interest of the parties or the organisation, I will recommend other interventions. This could be if, in my assessment, the resolution of the conflict is outside the parties’ control, the situation is best resolved by other means, the parties are not capable of resolving this face-to-face or if a facilitated communication with the parties is not likely to result in an improved working relationship, or it is not in the best interests of the parties or organisation.
After this meeting, I will finalise my recommendations and if they are in writing I will send these to you (the client). These will be confidential to you, the client, and written without prejudice. Since my report contains sensitive commercial information and is written for the client to consider the next steps, it is not to be shared with the parties.
If you decide to go ahead with my recommendations, we then work out the best way of communicating with the parties how we plan to proceed and agree on a start date.
Stage 4: Once we have a sign off, I go ahead with agreed recommendations.
Feel free to call me, Cher Williscroft, on 03 545 2567 to discuss this process or you can email me: firstname.lastname@example.org
Forms of conflict resolution:
My work in conflict resolution takes a variety of forms:
- Facilitated meetings
- Team or group development sessions
- Leadership coaching to pre-empt and nip issues in the bud early
- Training individuals and groups in the Cher Williscroft Courageous Conversations method
- Repairing relationships: Improving trust and goodwill
- Analysis of organisational conflict with recommendations
- Giving staff feedback and improving performance
- Working with leaders to improve organisational culture (how we do things around here)
- Organisational development (changes in systems and how people work together)