Conflict coaching is for people leaders managing team dynamics or working through significant organisational change.

We meet one-on-one to explore what's beneath the surface: mapping the conflict, examining your response patterns, and developing concrete skills in emotional regulation, perspective-taking, and boundary-setting.

If you're entering or moving through mediation, coaching provides crucial support, helping you arrive grounded, process what's surfacing between sessions, and ensure agreements translate into real behavioural change.

I support people leaders and teams to restore relationships and resolve conflict, by facilitating structured dialogue that shifts perspectives and builds mutual understanding, without resorting to avoidance, escalation, or imposed solutions.

Through transformative mediation, we create a space where all voices are heard. I guide you through a process that moves from fixed positions to deeper understanding, restoring recognition, empowering decision-making, and reaching outcomes that all parties can genuinely commit to.

Mediation begins with pre-mediation interviews to understand each perspective and map what's at stake, then brings parties together in facilitated sessions where unspoken tensions can surface safely.

The goal isn't simply to resolve the presenting issue, but to repair the underlying relationship and build agreements that hold.

I support people leaders and teams to embed conflict competency at a systems level, by facilitating workshops and co-designing practices that shift organisational culture, without relying solely on individual capacity or crisis intervention.

When conflict patterns repeat across your organisation, the issue isn't just interpersonal, it's systemic. Through workshops and culture-building work, we address the roots of conflict at the organisational level: examining policies, practices, and unspoken norms that either suppress tension or allow it to become generative.

We work together to build a shared language for conflict, design team agreements that actually hold, and create structures that support healthy tension rather than avoid it.

This work can follow mediation to sustain change, or stand alone as proactive culture development.