People problems at work?
If people problems are hurting your business then call me for a free confidential discussion on how I can help you.
I am a mediator, mentor, coach trainer and facilitator 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.
Stages of resolution: How I work to resolve conflict, communication difficulties, or relationship breakdowns.
Stage 1: Meet with those who have an overview
This is often the person who is responsible for the outcome or who is paying my fee (the client).
We will discuss the whole history of the situation and then discuss possible next steps, including what outcomes you want from the process, going forward, with a time frame. We identify the key players for me to interview and move to stage two.
Stage 2: Initial meeting with each the parties individually and any other key players
Through discussing the situation with the key players 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 key players want from this process going forward. This is also a chance to identify things that are in each party’s control to improve working relationships now and for the future. We will discuss the various options for resolution including the possibility of a facilitated meeting or mediation. This stage produces positive changes simply by bringing the issues out into the open and taking actions now to improve relationships.
Stage 3: I write recommendations for resolution or alternative options.
Stage 4: I now go ahead with the agreed recommendations
Forms of Conflict Resolution:
Cher’s work in conflict resolution takes a variety of forms
- Facilitated meeting
- Facilitation of team development and groups
- One to one coaching of leaders
- Training individuals and groups in communicating through difference
- Relationship repair
- Analysis of organisational conflict with recommendations
- Giving staff feedback and improving performance
- Working with leaders in organisations to make changes
- Organisational development (changes in culture, systems and people)