Recognising employees and thanking them should never be a corporate initiative, it should be instinct from good leaders. In this blog Pete tells us about an initiative he pushed back on.

Organisations wanting to join our revolution to resolution and move away from wasting time in grievances is music to our ears! One thing we always encourage companies to do when looking to develop an internal team of mediators is to focus less on the day job they do, and more on the people they are. This is when your cultural change will really accelerate.

Every year to celebrate our business birthday, we hold a proze draw to win a free place on our three day internal mediator training programme. This years's lucky entrant was pulled out by last year's winner Kirsty.

I often get asked what makes the perfect mediator - the answer is there’s no such thing! There are, however, a number of attributes that make a great workplace mediator and in this blog I talk about a few of these.

Mediation really is very much about the person you are rather than the job you do.

Probably 90% of the time that you’ll utilise your new skills won’t officially be in a mediation, as they really are life skills - you’ll see a huge benefit outside of work too!

How do we get our managers to have difficult conversations? It’s a question we hear all the time from senior executives and HR professionals who are frustrated by managers not taking accountability for their people. The frustration is understandable, but so is the manager’s inability to have these discussions. They’re only perceived as ‘difficult’ because they don’t have the confidence, and they don’t have the confidence because they haven’t been developed with the tools and techniques to enable them to have proper conversations.