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Caroline Sheridan talks about a great CMC event – 3rd October!

Caroline is on video on LinkedIn talking about the latest CMC event – https://www.linkedin.com/posts/carolinesheridan_civil-bankofengland-conflict-activity-6576839304247681024-LSzK

Join the Civil Mediation Council on 3rd October at the Bank of England 3pm start to listen to keynote speakers on how to resolve conflict in the workplace and put mediation first – particularly in bullying and harassment complaints

To join us click here!

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Sheridan Resolutions in Executive Global magazine

We’re really excited to feature in the latest Executive Global magazine. In the current edition Caroline Sheridan talks about the Power of Team Coaching and its impact on Performance, Leadership and Collaboration …

You can find out more about Executive Global here!

And click here for our whitepaper on team coaching and the accompanying podcast

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New Sheridan Whitepaper on Team Coaching!

We’re delighted to showcase our whitepaper on Team Coaching. Team coaching is moving rapidly up the agenda of businesses we work with. The International Coach Federation (ICF) has identified it as the single biggest area of coaching growth over the last decade.

White Paper – The Power of Team Coaching Aug19 FINAL

It fits in with our values at Sheridan Resolutions. We often talk about reasserting humanity in an era of disruption. To do this in the workplace in practice means that businesses must find and embed better ways for individuals to work positively and more effectively with one another within their own teams – and for those teams to work more effectively with other teams.

Key issues addressed in this whitepaper on team coaching include the impact on performance, on leadership and on how teams collaborate both internally and externally. And it’s important as well to remember that a great executive coach is not necessarily the same thing as a great team coach – we help readers understand what separates the best from the rest.

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The present really matters – a tribute to Dr Peter Sweeney

Many of us were saddened recently to learn of the passing of our good friend Dr Peter Sweeney. Peter, to me personally, was a shoulder to lean on at crucial moments in my life. He had a heart of gold and was devoted to the family to whom our thoughts are devoted today.

He was also an integral part of Saracens Rugby Club as the club’s GP. He will be missed by all there – and by anyone else with the good fortune to have come across him. As the club put it so well in their own words on his passing: “Nothing was too much trouble and we will always remember his kindness and willingness to go out of his way to provide support and care to anyone in the Saracens family.” Well said – Peter was a selfless, kind and caring person in all the other areas of his life. His willingness to go the extra mile was an inspiration to all.

Peter had bowel cancer and lived less than a year from diagnosis. His passing has made me reflect on how suddenly things can change. Because they do, we should all take the time to pause, reflect and just appreciate the people and things that we have – and to make the most of every day with them. While the future is of course important, it is the present that really, really matters.

So take the time to ring someone close who you haven’t spoken to for a few weeks. And be kind, say hello and help someone you don’t know at all. I’m proud that the values we hold dear within our team of coaches here at Sheridan Resolutions seek to reflect the support we know Peter gave professional colleagues, clients, friends and strangers alike in during times of crisis.

Caroline Sheridan, Chair, Workplace and Employment CMC group and Founder of Sheridan Resolutions

Keep looking at our blogsLinkedIn and twitter for more details on what we are up to and at our website – www.sheridanresolutions.com.

And don’t forget to Sign up Here  for the Sheridan Weekly. It’s free and you can unsubscribe at any time

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Sheridan Resolutions enjoys summer of global expansion

We are excited to report our ongoing global expansion this summer. We have just won our first work in the USA in Chicago working with a senior leadership team and their line managers and have started work on a female leadership programme in London and Hong Kong. We are also working in Australia, Italy, France and Singapore. Add to that a big inclusion project with a CEO and SLT with workshops in London, Birmingham and Glasgow and things are looking very healthy both at home and abroad.

Keep looking at our blogsLinkedIn and twitter for more details on our expansion and other subjects and at our website – www.sheridanresolutions.com.

And don’t forget to Sign up Here  for the Sheridan Weekly. It’s free and you can unsubscribe at any time.

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Team Coaching Podcast – have a listen!

Welcome to our very first Sheridan Resolutions podcast! We’ve picked Team Coaching as our first subject … read here what it’s about and have a listen to the audio at the bottom of this article …

Team coaching is emerging as a major area of interest for organisations everywhere. The International Coach Federation (ICF) has identified it as the single biggest area of coaching growth over the last decade – and it is not hard to see why.

At Sheridan Resolutions, we often talk about reasserting humanity in an era of disruption. To do this in the workplace in practice means that businesses must find and embed better ways for individuals to work positively and more effectively with one another within their own teams – and for those teams to work more effectively with other teams.

This is easier said than done. Teams are changing and the coaching response needs to change too. This means understanding what we mean by “team coaching”, as distinct from other terms, such as team building, team development and others. It also means identifying the common factors underlying successful team coaching, all of which we have looked at in this podcast.

There are many scenarios in which team coaching be used, such as coaching existing teams, new teams, teams facing new challenges or teams taking time out to reflect. In addition, systemic team coaching – which looks at the connections between teams – is growing rapidly in importance for many businesses.

Key considerations addressed in this podcast on team coaching include the impact on performance, on leadership and on how teams collaborate both internally and externally. And it’s important as well to remember that a great executive coach is not necessarily the same thing as a great team coach – this podcast seeks to help listeners understand what separates the best from the rest.

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Introducing …. Martin Wilson

Martin Wilson, our excellent Executive Coach here at Sheridan Resolutions, is an experienced professional in the world of leadership and talent, working internationally since 2001 with clients across both the public and private sectors. Prior to 2001, acquired multi-sector experience in senior leadership development roles within large corporate environments, including Retail and Financial Services.

Martin’s coaching style is to create a safe space within which to explore challenging issues. His approach is tailored and skilful; he senses when to push and provoke and when a more sensitive approach will yield more sustainable results. It is extremely easy to build trust with him, which allows coachees to make rapid progress. Able to navigate with ease from practical skills to the deepest work on personal barriers or drivers, he successfully opens up more choice and confidence in how others lead themselves, lead others and deliver results.

Have a look here at Martin’s thoughts on how leadership is a matter of mindset.

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Leadership – a matter of mindset

Here are some thoughts from Martin Wilson, Executive Coach here at Sheridan Resolutions on why leaders must be given time to think about their development and perspectives.

 Leadership is first and foremost about mindset. Why? Because, like life, work does not happen in conveniently packaged and predicted events – it mostly just happens. To respond effectively in those unpredicted, unscripted moments – how a leader chooses to ‘be’ – relies on a solid sense of who they are.

This is not only about the tools and techniques they may have learnt, but a solid conviction about the ‘right’ course of action. With this new instinctive response, the former can of course help. Without an instinct to help those struggling, to forego short term wins for long term gain, to be prepared to reflect or facilitate answers from others rather than fix oneself, tools and techniques can quickly gather dust. It’s ‘action logic’ that demands leaders’ attention – how are they ‘being’ in the day-to-day of leadership? Mindful of relationships, driven to grow others and intolerant of disrespect? What they notice and overlook in these every day moments is what defines them.

As Sheridan Resolutions, we create an environment to challenge senior leaders to be the best they can be. Given the pressures on a modern leader, businesses need to give their top people the time to think about their development and the space to make good decisions for the benefit of themselves and the organisation.

It is these moments that will define a leader. It’s about instinctively asking the question, ‘what would be helpful to you right now?’, because at the heart of their leadership sits, amongst many, a conviction that this is their role and responsibility. Lacking that, other instincts kick in, the moment passes and the opportunity is lost.

On their journey, leaders need to take care that their beliefs and instinctive responses / actions are fit for the leadership purpose and not relics of some earlier life and role. This may require jettisoning old ways of thinking, and re-equipping themselves with new ones and so leading with intentionality, until that becomes embedded as new instincts, which can be heard by others as new questions, new phrases.

Language is the pinhole of perception and that’s why the very best leaders take great care first over mindset and the way in which they are expressed through conversations.

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How to pre-empt and deal effectively with conflict in the workplace

Facing conflict at work can feel incredibly challenging and stressful to most employees and managers and dealing with it well is no less of a challenge. An ability to nip staff disputes in the bud, when practised effectively, can become a major skill in both work and life. It is not only key for limiting damage, but it can actually strengthen workplace relationships.

It is so important for leaders and managers to pre-empt or deal effectively with any type of conflict situation in the workplace. These skills will help you be able to:

  • Diagnose the source of the conflict and be clear on how to engage with it
  • Recognise different approaches to engage with conflicts and identify those which are most effective to use
  • Use trusted frameworks to navigate through difficult conversations.

Conflict coaching is a set of skills and strategies used to support peoples’ ability to engage in, manage, or resolve conflict.  During the process, the conflict coach works with a coachee experiencing conflict with another person.  Conflict coaching enables the coachee to openly talk about the conflict with a neutral third party (the conflict coach), consider options for managing the conflict, and design an approach to discuss the conflict with the other person.

Conflict coaches can serve as a confidential listener, to help the coachee to see the situation from all perspectives, support the coachee in considering options, and help the coachee to come up with a plan of action to deal with the conflict.

Keep looking at our blogsLinkedIn and twitter for more details or visit sheridanresolutions.com to find out more. And don’t forget to Sign up Here  for the Sheridan Weekly. It’s free and you can unsubscribe at any time.

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The hidden benefit of executive coaching

Our lead article in this week’s Sheridan Weekly reveals a hidden benefit of executive coaching. The growth of the executive coaching industry has been well documented in recent years. But there is one key asset that is frequently overlooked – the potential to unlock talent and capability.

Executive coaching necessitates a change in leadership style – managers don’t have the specific answers, so they no longer need to waste time pretending that they do. Instead, they should move to a position of enabling learning and creating knowledge within their teams. Everyone needs to be learning constantly, including managers, and increasingly their purpose is to create the conditions that make it as easy as possible for others to do the same.

At Sheridan Resolutions we know that to develop a coaching culture requires an understanding of this learning mentality – and its individuality, because everyone has their own learning style. As the business coaching pioneer Sir John Whitmore once noted:  “No two human minds or bodies are the same. How can I tell you how to use yours? Only you can discover how, with awareness.”

Coaching is there to fill that gap and unlock the potential in each individual, yet only around one-third of organisations make use of it in developing people for executive roles. Most continue instead to rely upon customised training and developmental job assignments as the foundation of their leadership development approach. Yet executive coaching can be far more effective as part of an overall learning strategy rather than a standalone.

Keep looking at our blogsLinkedIn and twitter for more details. And don’t forget to Sign up Here  for the Sheridan Weekly. It’s free and you can unsubscribe at any time.


Caroline Sheridan, Chair, Workplace and Employment CMC group and Founder of Sheridan Resolutions

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