WHAT WE DO

We provide integrated and customized support in the following systems:

Human Capital Support and Development

  • Talent management and Development Assessments (including individual and
  • team coaching)
  • Leadership Support and Development (coaching support post appointment)
  • Learning and Development (training, workshops)
  • Policy Development and Compliance
  • Performance Management support and counselling

Conflict Management

  • Dispute prevention
  • Group and Team coaching
  • Mediations/Facilitations
  • Relationship building objectives
  • Counselling

Management of rights disputes (including grievances, disciplinary hearings, dismissals and unfair labour practice disputes referred to the CCMA/BC)

HOW WE DO IT

WHAT WE DO

We provide integrated and customized support in the following systems:

Human Capital Support and Development

  • Talent management and Development Assessments (including individual and
  • team coaching)
  • Leadership Support and Development (including coaching)
  • Learning and Development (training, workshops)
  • Policy Development and Compliance
  • Performance Management support dand counselling

Conflict Management

  • Dispute prevention
  • Group and Team coaching
  • Mediations/Facilitations
  • Relationship building objectives
  • Counselling

Management of rights disputes (including grievances, disciplinary hearings, dismissals and unfair labour practice disputes referred to the CCMA/BC)

HOW WE DO IT

WHY WE DO IT

Our combined 50 years of experience in the labour dispute resolution environment has provided us with a valuable helicopter view of workplace relationships and its dynamics, and the resultant impact on workplace stability.

Our desire is to create harmonious, productive and agile work environments with our system by working actively with managers, supervisors and team leaders to improve performance, and identify and develop talent and leadership.

We believe in collaboration, empowerment and enhancing the collective intelligence of the workplace.

Human capital is any organizations’ biggest asset and therefore requires concerted investment.  Research has shown that investment in employee development yields long term returns.  According to the International Coaching Federation (ICF) 86% of organizations saw an ROI on their coaching engagements, as well as notable improvements in:

  • Productivity,
  • Performance,
  • Reduced costs,
  • Growth in revenue and sales,
  • Greater employee retention; and
  • Higher engagement with employees

Our system is designed to yield positive returns. To this end, we engage constantly with  employees, team leaders, managers and human resources  on:

  • How employees feel after coaching engagements
  • Monitoring specific behaviors
  • Investigating whether goals have been met
  • Pre and post 360 degree assessments
  • Ensure the confidentiality of all our processes

Our approach to conflict is based on the acceptance of the inevitability of conflict within the workplace. It allows for the early and systematic management of conflict across all spheres of the organizational structure with the aim to stabilise relationships between disputing employees. It is implemented with due consideration of the culture and policies of the organization and allows for a non-binding process outside the recognized grievance process. It encourages and relies on strong dialogue and open communication between disputants. The aggrieved individuals will therefore have the choice of various processes, viz:

  • Mediation
  • Conflict coaching (both individual and group)
  • Informal counselling
  • Relationship building objectives
  • Facilitation

It empowers managers and team leaders to recognize and manage conflict at its earliest stages by training managers and team leaders on fact-gathering, problem analysis, facilitating communication, and generating options.

Our regular pro bono workshops with non-governmental organisations, have assisted us in the development of niche conflict management models, which are customised to the needs of organisations. This was developed after thoughtful individual interviews and investigation into the unique work challenges and concurrent community commitment and work ethics.

Return on investment (ROI)

Human capital is any organizations’ biggest asset and therefore requires concerted investment.  Research has shown that investment in employee development yields long term returns.  According to the International Coaching Federation (ICF) 86% of organizations saw an ROI on their coaching engagements, as well as notable improvements in:

  • Productivity,
  • Performance,
  • Reduced costs,
  • Growth in revenue and sales,
  • Greater employee retention; and
  • Higher engagement with employees

Our system is designed to yield positive returns. To this end, we engage constantly with  employees, team leaders, managers and human resources  on:

  • How employees feel after coaching engagements
  • Monitoring specific behaviors
  • Investigating whether goals have been met
  • Pre and post 360 degree assessments
  • Ensure the confidentiality of all our processes
Integrated Conflict Management System

Our approach to conflict is based on the acceptance of the inevitability of conflict within the workplace. It allows for the early and systematic management of conflict across all spheres of the organizational structure with the aim to stabilise relationships between disputing employees. It is implemented with due consideration of the culture and policies of the organization and allows for a non-binding process outside the recognized grievance process. It encourages and relies on strong dialogue and open communication between disputants. The aggrieved individuals will therefore have the choice of various processes, viz:

  • Mediation
  • Conflict coaching (both individual and group)
  • Informal counselling
  • Relationship building objectives
  • Facilitation

It empowers managers and team leaders to recognize and manage conflict at its earliest stages by training managers and team leaders on fact-gathering, problem analysis, facilitating communication, and generating options.

Our regular pro bono workshops with non-governmental organisations, have assisted us in the development of niche conflict management models, which are customised to the needs of organisations. This was developed after thoughtful individual interviews and investigation into the unique work challenges and concurrent community commitment and work ethics.

Contact Us Today

  • Shaam Friedman: 083 560 1780

    Mohini: Soman: 082 452 8614