Dr Luke Roberts is delighted to share his new book for those interested in changing systems, leading with big ideas and what it takes to sustain innovation. This book shows how to apply thinking in systems to educational settings to enable readers to make a lasting difference.
Why?
Conflict effects the culture of companies and communities. It prevents people from achieving their potential.
What?
Conflict is a part of life and clients need support in being able to transform conflict in peace.
How?
By using our unique conflict resolution model, designed over 20 years in a range of settings, to develop staff to confidently resolve situations and allow those involved to move on.
Why?
Conflict effects the culture of companies and communities. It prevents people from achieving their potential.
What?
Conflict is a part of life and clients need support in being ale to transform conflict in peace.
How?
Online training is a mix of facilitated discussion and small group activities. The session also included reflective sessions for groups and individuals.
Why?
Conflict can a corrosive aspect to organisational cultures whether hidden or direct. We work with clients to understand how conflict affects relationships and dynamics. We then empower clients to transform conflict into a creative opportunity for understanding and change.
What?
We develop tailormade solutions to organisations large and small to address conflict with clients/customers, internal team or function conflicts, as well as conflict in partnerships and collaborations.
How?
Our conflict resolution framework, draws on over 20 years experience of facilitating and developing organisational change to enable sustainable conflict resolution services which create a learning culture.
Why?
Leaders often face the challenge of addressing conflict, yet rarely are they supported with the concepts, skills and processes to lead in conflict situations.
What?
We provide a unique training experience to enable leaders to be both confident and competent in address range of conflict types which occur for leaders in organisations.
How?
We start with exploring the challenges leaders faced, often through lived experiences and live examples of conflicts. We then use our unique conflict resolution framework to support leaders become conflict confident, be this in one-to-one situations, teams, or with clients and partners.
Why?
This training supports individuals to become Conflict Resolution Practitioners to be able to deliver a service in their organisation of community.
What?
The conflict Resolution Practitoner course has been developed over 20 years to train individuals in theory, skills and processes to deliver a transformative process for those in conflict.
How?
Practitioner training is set over three days, with Group learning in place for on-going development and support.
Why?
When organisations have been through a significant conflict there is a need to reflect and connect individuals and teams to enable them to move on.
What?
We work with teams and individuals to address issues of harm which may have damaged the relationships and performance of teams due to a conflict situation.
How?
These sessions focus on exploring with teams or Executive Leadership groups what needs to happen to allow those who have been affected by the conflict situation heal and shape their future relationships and performance.
Why?
Getting the culture of an organisation fit for the challenges leaders seek requires and understanding on the interconnected and the interdependent. We work with clients to change culture through understanding their present organisational experiences and how these influence staff and client behaviour.
What?
We work across the organisation to understand how its past influences the present culture, we seek to identify what makes the culture unique. This includes engaging with the undesirable aspects such as bullying, hidden conflict and tribalism.
How?
Through in-depth interviews and focus groups we identify points where culture can create experiences of excitement and disappointment. We then work with change agents across the organisation to develop a tipping point strategy for changing the culture.
Why?
We enjoy developing creative solutions to complex challenges, to see what can emerge from within systems when new perspectives are shares and different relationships are formed.
What?
We work with stakeholders to explore their mental models and narrative, from there we co-create solutions to either address a particular challenge or enable the organisation to thrive.
How?
Working with leaders to understand their specific needs we then develop a stakeholder analysis what needs would be met. We then develop bespoke training packages to promote organisational learning and sustainability.’