Transforming conflict, creating possibilities.

How I can help.

Every conflict is different and I will speak with you about my recommended approach to your unique situation.

I work with my clients in the following ways:

mediation and facilitation with individuals and groups to help them resolve their differences, communicate clearly and find common ground.
conflict coaching one-on-one to help people better manage, strategise and resolve their conflict situations.
consulting for organisations to create psychologically safe workplaces where people are encouraged to speak up, disagree and collaborate effectively, resulting in high performing and innovative teams.
workshops and presentations on effective communication, giving and receiving feedback, and creating positive workplace cultures.

Conflict is normal, but unresolved, it’s harmful. It leads to disengagement, disrespect, and good staff quitting. When wellbeing is impacted, sick leave and workers' compensation claims usually follow.
Managers need support and training to help resolve entrenched conflict. Many managers are spending a disproportionate amount of time dealing with employee matters rather than focusing on BAU and strategic objectives.
Productivity has stalled: Teams are trapped in a stalemate where unresolved friction has replaced collaborative work.

Consulting services that provide holistic and sustainable solutions.
Facilitated conversations that resolve underlying issues and create lasting agreement.
Identification of key themes, concerns, and experiences.
Conflict coaching for managers or employees on how to deal with the situation.
Workshops and presentations to teams on best practice conflict resolution principles.

An accredited process that restores relationships.
A practical and clear way forward on the path to working productively together again.
A step towards creating a psychologically safe and healthy workplace that meets its psychosocial hazards obligations.
A unified team that is stronger and more harmonious.
Reclaimed time for managers and employees as they return to what’s important.

Data shows 65% of high-potential startups fail due to founder conflict. Unmanaged tension is a risk to the business’s viability.
Role ambiguity is causing confusion as you scale. This is causing inconsistent messaging and confusion across the organisation.
Relationships have broken down and you’re avoiding each other. Many co-founders are aligned on purpose but not communication style.

Consulting services that provide holistic and sustainable solutions.
Structured, facilitated sessions to identify vision misalignments, communication blocks/styles, ensuring everyone is heard and understood.
Identification of key themes, concerns, and experiences.
Conflict coaching on how to deal with the situation.
Workshops and presentations to the team on best practice conflict resolution principles.

An accredited process that restores relationships and aligns leaders.
Partnership longevity: A co-created roadmap of realistic options that protect the future of the professional relationship and business.
A healthier workplace with employees no longer impacted by unresolved founder conflict.
Reclaimed time for founders and employees as they return to what’s important.

Family and business roles are blurred. Someone’s speaking as a family member and the other through the eyes of the business.
Avoiding difficult conversations to keep the peace. The business is at risk while difficult conversations regarding succession or professional merit are avoided to preserve family harmony.
Historical family dynamics interfere with professional relationships. Parent-child or sibling rivalries are leaking into business conversations, making clear communication very challenging.

Consulting services that provide holistic and sustainable solutions.
Structured, facilitated conversations that resolve underlying issues and create lasting agreement.
Conflict coaching and training for family members or employees on how to deal with the situation.
Identification of key themes, concerns, and experiences.
Suggested processes and strategies.
Communications support for leaders.

An accredited process that restores relationships.
A practical and clear way forward on the path to working productively together again.
A mutually agreed framework that distinguishes family roles from business decisions.
If appropriate, a Family Constitution to identify the path forward.
Reclaimed time for family members and employees as they return to what’s important.