We deliver organisational/personal development programmes, mediation and conflict resolution including work based challenges and individual performance issues
We ran an event combining Positive Psychology, Servant Leadership, Maritime History and Game Play-here's the customer feedback-even a "luke warm" bit!
An overview of Servant Leadership and a question: where do we apply the philosophy?
Here's a set of guidelines to assist with developing Safe Practices in Further & Higher Education.
http://www.dy ‐ 3solutions.co.uk 2 There’s a better, different way!!! The interviews in the Discovery stage should uncover what is possible, aspired to, celebrated and treasured. Ambigui
Qualified Mediator 2 How it started: An extension of our coaching work, almost exclusively commissioned by HR professionals following a number of workplace interventions. We are considered as a “trustworthy partner” o Key questions What builds trust? What does trust look, sound and feel like? When have we become involved? Generally after efforts have been made to reach a resolution in the workplace. Where a less formal approach is considered viable o Key Questions Views about Ownership Recognition of “deferred progress” Sooner or later? Why have we come involved? An effort to step back from or out of formal processes ‐ including grievance procedures and Employment Tribunals Where it is felt that the impact of a third party might contribute to a “change of state” or “review of positions held” by those involved. Within the remit of ADR (Alternative Dispute Resolution) To signal to other parties (possibly external), “That which could have been done has been done” As an element of a “return to work” strategy What is our approach? Wherever possible, we like to keep our approach as simple as possible We try to “Meet our clients where they are right now” and on occasions this might mean that we have to carry out some pre ‐ mediation work in order to build clarity and trust. We maintain client confidentiality within our Public Duty of Care and Duty to Disclose should we believe that the client might harm themselves of others or participate in a criminal offence.
We deliver workplace mediation-an alternative to unresolved conflicts that decrease productivity, cause factions and under-performance and take up a huge amount of time and resources. We can work with individuals and teams and enable your workplace to become positive, professional and productive.
"John, he's not assertive, just bloody rude!" Was the response to what I thought was a pretty neutral question to a manager about a team-member about who we had been approached with a view to helping him to "moderate his style". Assertiveness. The subject of training programmes, coaching interventions and one-to-one conversations with a sad truth attached to it. The necessary amount i s often context specific and power related. So, what do we do about getting off the fence and understanding something about assertiveness and it's relationship with how we feel about others and how we feel about ourselves, how do we exercise some control over our messages and for supervisors and managers who encourage their team- members to participate in assertiveness programmes? Do they in turn need to be careful what they wish for? Individuals who overplay their assertiveness are hard work and they need to understand that as with any "overplayed strength", it can end up hurting you. It's tough to face up to the fact that your "clarity and purpose and willingness to challenge," can be easily (and yes, sometimes deliberately and cynically ) misinterpreted .
Here are our programmes in one place. The Catalogue will be added to as we develop our work and increase the range of options we can offer our valued customers. It should also be a source of ideas for you to approach us with so that we can tailor our programmes to match your specific needs.
And for the non-assertive? I sometimes ask "Who told you that it's not okay to express yourself and to ask be treated with dignity: who said "You don't matter and neither does your opinion? Who told you that you should "Shut up and get on with it without ever expecting to be heard?" There's a good chance that at either end of the spectrum, there's something damaging happening, either to the person concerned, their colleagues, their families. Our work in Coaching and Mediation is varied and interesting with each person's story generating fascinating, sometimes challenging and occasionally distressing insights as we strive to "meet our clients where they are." Part of our processes enable them to understand the power they can give themselves by trying strategies that allow them consider alternative ways of doing things, of managing their interactions. This sometimes requires a "Fake it till you make it." approach. We ask them to "notice what's changing" when so doing. Interestingly, the word "Confidence" starts to appear! It's a challenge and we'll be developing this theme over the next few posts. In the meantime, feel free to contact us should you wish to talk about this or any of our other services shown on our website http://www.dy-3solutions.co.uk/
And for the non-assertive? I sometimes ask "Who told you that it's not okay to express yourself and to ask be treated with dignity: who said "You don't matter and neither does your opinion? Who told you that you should "Shut up and get on with it without ever expecting to be heard?" There's a good chance that at either end of the spectrum, there's something damaging happening, either to the person concerned, their colleagues, their families. Our work in Coaching and Mediation is varied and interesting with each person's story generating fascinating, sometimes challenging and occasionally distressing insights as we strive to "meet our clients where they are." Part of our processes enable them to understand the power they can give themselves by trying strategies that allow them consider alternative ways of doing things, of managing their interactions. This sometimes requires a "Fake it till you make it." approach. We ask them to "notice what's changing" when so doing. Interestingly, the word "Confidence" starts to appear! It's a challenge and we'll be developing this theme over the next few posts. In the meantime, feel free to contact us should you wish to talk about this or any of our other services shown on our website http://www.dy-3solutions.co.uk/
And for the non-assertive? I sometimes ask "Who told you that it's not okay to express yourself and to ask be treated with dignity: who said "You don't matter and neither does your opinion? Who told you that you should "Shut up and get on with it without ever expecting to be heard?" There's a good chance that at either end of the spectrum, there's something damaging happening, either to the person concerned, their colleagues, their families. Our work in Coaching and Mediation is varied and interesting with each person's story generating fascinating, sometimes challenging and occasionally distressing insights as we strive to "meet our clients where they are." Part of our processes enable them to understand the power they can give themselves by trying strategies that allow them consider alternative ways of doing things, of managing their interactions. This sometimes requires a "Fake it till you make it." approach. We ask them to "notice what's changing" when so doing. Interestingly, the word "Confidence" starts to appear! It's a challenge and we'll be developing this theme over the next few posts. In the meantime, feel free to contact us should you wish to talk about this or any of our other services shown on our website http://www.dy-3solutions.co.uk/
Here's a very brief story that can help us resolve conflicts my bringing an additional dimension to the problem. It's delightfully simple and adapted from a TED presentation by Mukal Chaudhri https://www.youtube.com/watch?v=6xCkhV7zhuw
Here's an overview of how we can work with you to help you to make your changes last. There's a powerful set of 22 thought provoking questions for you to think about. Try to find 5 or so theme themes and ideas that really matter to you. It's our gift to you and if you'd like to go ahead, we have a great start to our work together.