Workplace Solutionz


If we put more time into peacemaking we will spend less on peace keeping.

We refer to ourselves as relationship coaches, management or executive coaches and sometimes we refer to ourselves as conflict coaches. People ask if conflict coaching will make them better at conflict and the answer is yes; but possibly not as you may be imagining!

Coaching of any kind has an intention of improvement; it’s about exploration and creativity and finding new ways of doing something so that there is a greater sense of satisfaction and more value in what we do and how we contribute.

Our coaching is highly personalised and follows best practice in that it is confidential, client orientated and driven by measurements of success that matter to you. We work with your emotional intelligence and ask about values and behaviours and motivation and work with you to create clear goals and outcomes within realistic time frames.

Boss Whispering

We also work with the Boss Whispering Institute and accept referrals to coach abrasive executives to use better interactions with colleagues and staff.

Boss Whispering is a process which was developed by Laura Crawshaw, PhD and has been shown to be highly effective as an intervention and an alternative to dealing with repeated complaints about abrasive or bullying conduct; using litigation to resolve (or not resolve) such conduct in employment situations and the related direct and indirect costs: compensation payments, litigation costs, ex gratia payments, replacement of key staff………

Please contact us for further details and information about our coaching and boss whispering processes.


“We have to face the fact that either all of us are going to die together or we are going to have to learn to live together and if we are going to live together, we have to talk”. (Eleanor Roosevelt)

Most Mediators follow a process to provide a degree of safety and security for their parties but Mediation is art as well as business (and it employs a degree of magic as well). Good mediation is reliable without being prescriptive and a good mediation process is tailored to the individuals attending as well as being framed within a map. It is, however, the parties to the Mediation who have the difficult conversations with each other and who find the solutions which will fit them best; the Mediator provides guidance and their particular expertise in intervening in those conversations so that they flow better and come to better results.

How do we measure the success of Mediation? Here are some questions: Did you achieve greater clarity of understanding: of yourself; of the other; of the issues; of the nature of the problem? Was the quality of the discussion higher? Did you gain any insights? Do you have some options to work with? Could you make any decisions together? Are they sustainable? Did the relationship survive? Will you be able to have more constructive discussions with each other in the future? We can, and should of course, also ask whether an agreement was reached but different people measure the success of Mediation in different ways. A good Mediator will assist each of the parties to articulate what their own measure of success will be. Sometimes in Mediation what we achieve is that parties have an ability to bring out more of the best in each other and less of the worst. Problem solving then becomes easier.

There are a number of different types of Mediation; the most common are facilitative and evaluative. At Around the Table Solutionz, we follow the facilitative model of Mediation.