how i work
Conflict isn’t just a problem to solve. It’s a powerful signal that something matters—and that something needs attention. I offer a mix of coaching, facilitation, and mediation to help leaders and teams work through it with skill, clarity, and confidence.
coaching for conflict
one-to-one coaching for individuals navigating tension at work
Whether you’re a team leader stepping into a tricky dynamic, a job-share parternship responding to cultural concerns, or someone sensing something’s off but unsure where to start — this workplace conflict coaching is for you.
what does it involve?
Over six sessions spread across five to six months, we’ll work together to understand your personal motivations, map your conflict style and sequence, and apply this to real challenges you’re facing. This isn’t quick-fix advice or generic leadership development — it’s a tailored process to help you lead with clarity, calm, and courage.
Clients often choose a particular issue to explore, but we make space for whatever emerges. Workplace tension tends to reveal broader patterns, and this coaching creates the time and structure to notice, shift, and embed new habits. You’ll leave with practical strategies — and a stronger, more grounded version of yourself at work.
building conflict-ready teams
team or group coaching for when the stakes are high and the tolerance is low.
Not all teams fall apart with a bang. Some erode quietly: sidelong glances, unspoken frustrations, polite meetings full of subtext. In high-stakes projects or newly formed leadership teams, conflict avoidance is often mistaken for cohesion.
This programme helps teams face tension head-on—before it festers. It’s for groups who want to disagree well, speak up without fallout, and stay aligned under pressure. Because nothing derails delivery like a team too wary to tell the truth.
Whether you’re launching a time-sensitive project, responding to an incident, or forming a senior team after major change (like a new CEO, Chair, or transformation agenda), this programme surfaces the unspoken dynamics shaping your group—and gives you the tools to work with them.
what does it involve?
A combination of individual workplace conflict coaching complemented with team conflict facilitation and replational intelligence workshops to help you learn how to spot tension early.
You’ll learn where tension is likely to spark—and how to navigate it skilfully and openly. This can be tailored to your corporate risk appetite or project mandate.
You’ll learn how to:
- Spot the seeds of conflict before they take root
- Surface tensions without causing rupture
- Understand what drives each team member in moments of stress
- Challenge ideas without attacking people
- Shift from a culture of false harmony to one of robust trust
- Apply your new knowledge and learning to your most pressing challenges in delivering success
executive mediation for senior teams
mediation for senior relationships when silence is no longer an option.
Some conflicts don’t explode. They calcify—into silence, suspicion, and two leaders barely making eye contact in meetings. These aren’t just personal issues. They start to bleed into the culture, undermine delivery, and create fractures between teams that were once aligned.
This is discreet, senior-level or executive mediation for when high-trust relationships at the top have broken down—and the organisation is beginning to feel it.
Designed primarily for HR leads, CEOs or Chairs navigating leadership-level tension, this service supports two individuals in conflict to name what’s happened, decide what’s next, and (if possible) begin to repair trust. It's especially useful when internal options are seen as too inexperienced, too visible, or too compromised.
what does it involve?
Private, individual meetings to understand the full context, to build trust, and determine whether mediation is appropriate. Sometimes, this is where the resolution begins. These build to a facilitated dialogue between the parties—focused on understanding what’s broken, what’s possible, and what needs to be rebuilt for future working relationships to succeed.
who is it for?
- CEOs and Chairs no longer aligned—or no longer speaking
- Senior leaders whose relationship breakdown is affecting delivery and morale, in projects or business as usual
- HR leads seeking trusted, external support when internal options aren’t appropriate
- Organisations facing executive churn, reputational risk, or a stalled strategy due to interpersonal breakdowns