https://www.cubeconsulting.ie/blog-2 daily 0.75 2021-03-04 https://www.cubeconsulting.ie/blog-2/business-ppzkc-cy6n2-kb2lx monthly 0.5 2021-04-28 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1618898258098-H3WX0T4STV6AAAWJHTOG/positive-and-professional-EWCH4V2.jpg Banner - About Us https://www.cubeconsulting.ie/blog-2/consultancy-d4xet-pfy8z monthly 0.5 2021-04-27 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619511176935-KBCB88BPTL8TN78MNBV5/two-people-business-working-office-businessman-workers-professional-owner-business-person_t20_wQ83pr+%281%29.jpg Banner - Services https://www.cubeconsulting.ie/blog-2/people-m92s3-pxgf6 monthly 0.5 2021-04-20 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1615469461891-YS5QINXUKCZ7W1BB8KV9/man-typing-NDS7AAG.jpg Banner - Blog https://www.cubeconsulting.ie/blog-2/business-ppzkc-cy6n2 monthly 0.5 2021-04-20 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1614858921042-39CB6N1Y5HTZ05HNHCM2/annie-spratt-g9KFpAfQ5bc-unsplash.jpg Banner - Contact Us https://www.cubeconsulting.ie/blog daily 0.75 2022-03-03 https://www.cubeconsulting.ie/blog/returntoffice monthly 0.5 2021-09-03 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621530916696-MAV7CKVB9K9LYB5ZDOVH/businesswoman-leader-in-modern-office-with-busines-GJ582ZH.jpg Blog - Tensions and opportunities around the return to the office - #3. Develop your managers You will need to ensure your managers have the skills needed to adapt to a new way of working and to communicate clearly having regard for the tensions mentioned above that may exist for people. Having a coach or advisor to support them can help them to clarify their thinking on particular situations and to ensure they are consistent with the company’s objectives. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1630062325470-3E3QC8TINEJ9M7NKQOJD/unsplash-image-wawEfYdpkag.jpg Blog - Tensions and opportunities around the return to the office - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1630061916424-ABSCG3FETAGWVK4YU9MJ/unsplash-image-ZtC4_rPCRXA.jpg Blog - Tensions and opportunities around the return to the office - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621428294392-DKFTW2IHIXIDA8992W1Y/toa-heftiba-4xe-yVFJCvw-unsplash%2B%25281%2529.jpg Blog - Tensions and opportunities around the return to the office - #1. Speak to your team A good place to start is to establish what they would like to see happen. This may not be possible but at least you know. Some people can’t wait to get back to the office, others are reluctant, and the is a third group who see an opportunity to redesign how they work so they can succeed in their role in a way that works for them and the organisation https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1630062816725-HFIAYRQG9HDRVRS4C3FG/unsplash-image-8p8SMv1dEwY.jpg Blog - Tensions and opportunities around the return to the office - #2. Decide if remote working will be right for your business What might this look like. You can always start with some experimentation and regular reviews. If you will facilitate remote working, how often will people need to be in the office? Will there be core hours or mandatory attendance at some meetings? https://www.cubeconsulting.ie/blog/leadership-styles-5-ways-to-handle-conflict-constructively-TYl6I-2n74l monthly 0.5 2021-08-30 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621532340301-ONPTJ2WFB8GWQEL7GOJ7/picture-of-business-people-discussing-in-their-com-MX4GFW3.jpg Blog - Leadership styles – 5 ways to handle conflict constructively - #4. Avoid and/or Analyse Sometimes the heat needs to be taken out of the situation. That can be to give yourself more time to consider what’s happening or it just makes sense to avoid a particularly emotional situation. Either way, it can be a good strategy at the moment but be aware that it may just be a temporary fix and you may need to revisit at a more opportune time. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621428053297-S8GLREWN24Q7R54OJOYG/daria-pimkina-Dj5HnHMtkH0-unsplash.jpg Blog - Leadership styles – 5 ways to handle conflict constructively - #3. Assert yourself You need to have the ability to be assertive in relation to something that’s important to you and the skill lies in presenting this in a compelling way. If you are not careful you may come across as aggressive or overly competitive but if you explain clearly where you are coming from and your reasons for this other people will likely respect you for standing up for what’s important to you. Be careful though everything can’t be important to you so you may need to use this approach sparingly. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621532773494-WM1LF2P0ADBS0FK3079M/young-designers-discussing-new-color-scheme-for-pr-QCLSXQX.jpg Blog - Leadership styles – 5 ways to handle conflict constructively - #5. Compromise and split the difference Let’s face it there are some issues where you just need to concede you won’t get everything you want and it’s better to just split the difference and move on. The skill here is recognising whether the situation demands and whether the other party is of a similar view and then has a coherent negotiating strategy. Be aware that if this is used as the default approach in situations that demand more understanding and engagement it will likely not lead to an optimal outcome. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621007908443-C1D03O00RPFEN6SNOA9A/a-handsome-mature-caucasian-man-entrepreneur-is-sitting-on-a-blue-armchair-indoors-of-an-office-hall_t20_e9RE8o.jpg Blog - Leadership styles – 5 ways to handle conflict constructively - #1. Collaboration for win-win This is usually thought of as the optimal solution and it can be depending on the situation. Where the conflict relates to something that is very important to all parties in an ongoing relationship it is important that everyone feels their views are being listened to and their needs are being met. This approach can require a lot of time and effort but can be worth it particularly if it transforms the relationship. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621008405156-VSVGQG39R1SSJRHU5AIF/professions-trades-careers-employees-jobs-business-professionals-customer-service-business-meetings_t20_RzjGnd.jpg Blog - Leadership styles – 5 ways to handle conflict constructively - #2. Accommodate others This is often overlooked in our desire to be competitive but there are times when it’s prudent to accept that a particular issue means more to somebody else than you and by recognising this and resolving the conflict by accommodating others you can take a deliberate action that reduces tension and creates a lot of goodwill which improves the relationship. Needless to say, this depends on the issues at hand and there are times when you need to be able to take a stand. https://www.cubeconsulting.ie/blog/3-things-you-can-do-to-improve-engagement monthly 0.5 2021-08-30 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621941548977-1GHTS3E83T1KMOQTF373/professions-trades-careers-employees-jobs-business-professionals-customer-service-business-meetings_t20_RzjGnd.jpg Blog - 3 things you can do to improve engagement - The case for engagement Before we explore these areas lets look at some of the metrics that are now available which show how successful engagement can be for businesses in the following areas: Profit – top-quartile companies are twice as profitable when compared to those in the bottom quartile Revenue – 2.5 times greater Customer satisfaction – 12% higher Productivity – 18% higher Innovation – 59% have creative ideas in their work versus 3% of those less engaged Employee turnover – reduced by 40% when people are engaged Estimates vary but on average, about 35-40% are engaged, which means 60-65% are not engaged and of this group, about 20-25% could be actively disengaged which means they are influencing others to work against the company’s interests. This is serious and needs to be addressed immediately. Most companies and teams are in a position to improve in this area and the results can be substantial. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621428346892-AP33WG046LQO6MZV21U9/antenna-cw-cj_nFa14-unsplash.jpg Blog - 3 things you can do to improve engagement - #3. Increase participation in non-core activities It can be beneficial to add some variety to people’s work. As well as their core role having projects and other activities to work on can increase engagement. These can be work-related projects that suit their interests or strengths or they can be collective endeavors that are necessary such as organising social or team building occasions. It can even include involving people in areas that would traditionally have been viewed as being in the management domain such as input into the recruitment process for new team members or sharing knowledge and skills at a learning event. Cube Tip: Find out more about people’s interests and see with them if there is a way of introducing these into their work. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621428278849-FF19TX82IVU17OFH7ODB/croissant-oUKiDSdTTyg-unsplash.jpg Blog - 3 things you can do to improve engagement - 8 Signs your people are not engaged at work People are not very open in their communications and there is a lot of conversations taking place behind people’s backs There is a fear of conflict and it is avoided because it generally escalates quickly. There is a removal of discretionary effort, a work-to-rule mentality sets in with fixed hours or work, etc. There is a higher turnover rate as those who can leave for other opportunities do so. People do not make decisions but attempt to pass on responsibility. There is low morale and people are not engaging with each other socially. There is a reduction in participation at meetings. Some employees are actively disengaged and are influencing others to act against the company’s interests. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621428294392-DKFTW2IHIXIDA8992W1Y/toa-heftiba-4xe-yVFJCvw-unsplash+%281%29.jpg Blog - 3 things you can do to improve engagement - #1.Review roles with the individual How much autonomy do you give people in how they work? Most people want to feel they have control over the work they do, how they do it when they do it etc. Obviously, there are certain parameters surrounding how they work and this will vary from job to job. Most roles that aren’t automated or likely to be automated will have a component of knowledge work. Cube Tip: Sit down with the role holder and look at their role. Allow them to make suggestions and review regularly to ensure any changes are working for everyone. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621428318939-NVQFYPPI9J0AAPJGJQY0/copernico-yfmU1uL_mp8-unsplash.jpg Blog - 3 things you can do to improve engagement - #2. Involve people in the business Having the right amount of communication is important. You need to decide how much consultation is necessary and how much you need to inform people about company developments. In my experience, many people are interested in the business and how it operates in its sector, and it’s important to treat them as responsible adults who have a stake in its success. If difficult decisions need to be made this should be communicated clearly and honestly and then have some flexibility about how these goals can be reached. Cube Tip: Share information on company performance (having consideration for commercially sensitive material). Look for people’s views on how to achieve the company’s goals. https://www.cubeconsulting.ie/blog-1 daily 0.75 2021-06-17 https://www.cubeconsulting.ie/blog-1/Blog Post Title One-wlmzj monthly 0.5 2021-06-17 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1623938374877-7HUUBJEHQT3KAWC2KPDL/unsplash-image-t4wI_Wv6g_k.jpg Blog 1 - Blog - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1623937814031-8AAXQ7XW2T7PXRPU7JPY/unsplash-image-qB2PwqG6EAU.jpg Blog 1 - Blog - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://www.cubeconsulting.ie/blog-1-practice daily 0.75 2021-06-17 https://www.cubeconsulting.ie/blog-1-practice/Blog Post Title One-xsxeh monthly 0.5 2020-08-27 https://www.cubeconsulting.ie/blog-1-practice/blog-post-title-two-t9kac monthly 0.5 2020-05-20 https://www.cubeconsulting.ie/blog-1-practice/blog-post-title-three-c7xxm monthly 0.5 2020-05-20 https://www.cubeconsulting.ie/blog-1-practice/blog-post-title-four-tne76 monthly 0.5 2020-05-20 https://www.cubeconsulting.ie/blog-1-1 daily 0.75 2021-08-27 https://www.cubeconsulting.ie/blog-1-1/Blog Post Title One-zry9p monthly 0.5 2020-08-27 https://www.cubeconsulting.ie/blog-1-1/blog-post-title-two-9el4n monthly 0.5 2020-05-20 https://www.cubeconsulting.ie/blog-1-1/blog-post-title-three-jexc4 monthly 0.5 2020-05-20 https://www.cubeconsulting.ie/blog-1-1/blog-post-title-four-56ce2 monthly 0.5 2020-05-20 https://www.cubeconsulting.ie/home daily 1.0 2025-10-23 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619093487670-UM98ML8XLPR3RIHOSMC9/working-technology-finance-office-creative-laptop-meeting-employment-brainstorming-start-up_t20_v3JAlp+%281%29.jpg Home - Group & Team Development Teams work best when they are clear about what’s important and can have open discussions without fear of conflict. This happens in environments of trust where positive conflict can exist but it isn’t damaging. Too little conflict and there is a lack of engagement which affects performance, too much conflict can damage relationships. We have developed a leading programme for team development and performance using Relationship Intelligence from Personal Strengths. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619088534538-LHEOY3BIT5Q3R72XWN3A/a-cheerful-adult-successful-man-entrepreneur-having-a-video-group-call-with-his-partners-via-the_t20_6YJzPy.jpg Home - Your People Partner If you are a leader looking to scale your business we know how to help you bring your people with you. You need flexible HR structures and more importantly, a way for people to communicate. Engagement is what retains your key people and this is achieved by involving them in an optimal way, too much and it’s stressful, too little and they become disengaged and leave or worse stay and become a negative influence on the culture. We have a wide range of experience working with start-ups to multinationals and we can help you whether you are a CEO of a company looking to scale their business or an HR person who recognizes the need for occasional external support to help navigate complexity at work. We offer a framework of people practices that helps you build your company’s unique culture. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619612627946-FRUQEZ1PLVV5DX1QA7TL/unsplash-image-nMffL1zjbw4.jpg Home - Leadership Coaching Development is an ongoing process and it can be of huge benefit to have a coach guide you on the process of learning through action. We work with leaders at all levels to support and challenge them as necessary with a particular focus on their relationships in work and how this affects the impact their work has. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1618839316667-4H4OZG0X7B1F8HE0UO8O/brokers-working-48E3Q5S.jpg Home - Mediation & Informal Conflict Resolution When conflict happens this can be seen as an opportunity rather than something to be avoided in the hope it will go away. Often an indirect, informal approach is what is required. We mediate the issues where there is difference or disagreement and then coach for a better relationship repairing any damage that has been done. Engaging with conflict effectively is the key to sustained successful relationships. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621433292876-GCQFCTNKD744ZPOLOOVK/maik-hankemann-a4Gz2DD4dX0-unsplash.jpg Home - 3 things you can do to improve engagement Key Elements of People Engagement. There has been much written and spoken about the need to keep people engaged at work and how this benefits company performance. https://www.cubeconsulting.ie/about-us daily 0.75 2021-10-04 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1614858889916-KCFTAA3N7GD8PT1RQE74/young-student-or-businesswoman-with-smartphone-sit-PZ5E2DR.jpg About Us - We facilitate positive change & development in organizations, teams, groups & individuals. Too much conflict leads to costly disputes and damages the culture, too little conflict and there is a lack of engagement and you risk losing your key people. Our development programs allow you to have the right conversations with a better understanding of the positive potential of creative conflict. Having the skills and competencies to be able to navigate conflict and change is hugely important in the world now and for future capability. We have seen first-hand how people do not reach their potential because they persist with a traditional approach to HR and people management when there is a much better alternative available. Providing clear boundaries which gives people involved in the work and being proactive about working with conflict improves engagement and performance. We also use specialist consultants on a retained basis. If the expertise isn’t in-house we can source and project manage it and we use associates when particular specialisms are required. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1620211126389-YOWFR2NAHOJI6BYALOOV/20210504_141921.jpg About Us - Meet Roger Dwan Roger Dwan is the Founder and Lead Consultant at Cube Consulting. He has been working in the areas of Human Resources, Conflict Management & Leadership Development since 2002 and brings a wealth of experience. https://www.cubeconsulting.ie/contact daily 0.75 2024-11-07 https://www.cubeconsulting.ie/home-1 daily 0.75 2021-05-21 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1618839316667-4H4OZG0X7B1F8HE0UO8O/brokers-working-48E3Q5S.jpg Home (Practice) - Mediation & Informal Conflict Resolution When conflict happens this can be seen as an opportunity rather than something to be avoided in the hope it will go away. Often an indirect, informal approach is what is required. We mediate the issues where there is difference or disagreement and then coach for a better relationship repairing any damage that has been done. Engaging with conflict effectively is the key to sustained successful relationships. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619612627946-FRUQEZ1PLVV5DX1QA7TL/unsplash-image-nMffL1zjbw4.jpg Home (Practice) - Leadership Coaching Development is an ongoing process and it can be of huge benefit to have a coach guide you on the process of learning through action. We work with leaders at all levels to support and challenge them as necessary with a particular focus on their relationships in work and how this affects the impact their work has. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619088534538-LHEOY3BIT5Q3R72XWN3A/a-cheerful-adult-successful-man-entrepreneur-having-a-video-group-call-with-his-partners-via-the_t20_6YJzPy.jpg Home (Practice) - Your HR & People Partner If you are a leader looking to scale your business we know how to help you bring your people with you. You need flexible HR structures and more importantly, a way for people to communicate. Engagement is what retains your key people and this is achieved by involving them in an optimal way, too much and it’s stressful, too little and they become disengaged and leave or worse stay and become a negative influence on the culture. We have a wide range of experience working with start-ups to multinationals and we can help you whether you are a CEO of a company looking to scale their business or an HR person who recognizes the need for occasional external support to help navigate complexity at work. We offer a framework of people practices that helps you build your company’s unique culture. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619093487670-UM98ML8XLPR3RIHOSMC9/working-technology-finance-office-creative-laptop-meeting-employment-brainstorming-start-up_t20_v3JAlp+%281%29.jpg Home (Practice) - Group & Team Development Teams work best when they are clear about what’s important and can have open discussions without fear of conflict. This happens in environments of trust where positive conflict can exist but it isn’t damaging. Too little conflict and there is a lack of engagement which affects performance, too much conflict can damage relationships. We have developed a leading programme for team development and performance using Relationship Intelligence from Personal Strengths. https://www.cubeconsulting.ie/2-about-practice daily 0.75 2021-06-24 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1614858889916-KCFTAA3N7GD8PT1RQE74/young-student-or-businesswoman-with-smartphone-sit-PZ5E2DR.jpg 2. About (Practice) - We facilitate positive change & development in organizations, teams, groups & individuals. Too much conflict leads to costly disputes and damages the culture, too little conflict and there is a lack of engagement and you risk losing your key people. Our development programs allow you to have the right conversations with a better understanding of the positive potential of creative conflict. Having the skills and competencies to be able to navigate conflict and change is hugely important in the world now and for future capability. We have seen first-hand how people do not reach their potential because they persist with a traditional approach to HR and people management when there is a much better alternative available. Providing clear boundaries which gives people involved in the work and being proactive about working with conflict improves engagement and performance. We also use specialist consultants on a retained basis. If the expertise isn’t in-house we can source and project manage it and we use associates when particular specialisms are required. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1620211126389-YOWFR2NAHOJI6BYALOOV/20210504_141921.jpg 2. About (Practice) - Meet Roger Dwan Roger Dwan is the Founder and Lead Consultant at Cube Consulting. He has been working in the areas of Human Resources, Conflict Management & Leadership Development since 2002 and brings a wealth of experience. https://www.cubeconsulting.ie/store daily 0.75 2021-05-27 https://www.cubeconsulting.ie/store/business monthly 0.5 2021-05-20 https://www.cubeconsulting.ie/store/gift-card monthly 0.5 2021-05-25 https://www.cubeconsulting.ie/store/individual monthly 0.5 2021-05-20 https://www.cubeconsulting.ie/store/p/conflict-management-consultation-individual monthly 0.5 2024-04-30 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619641837872-Z45B790O5IYC57ZEEKZF/confident-young-businesswoman-smiling-while-standi-ZF64JAR.jpg Cube Consulting Store - Conflict Management Consultation - Individual https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619641758042-0PRY2AH9CHHTZTXTTN3V/meeting-business-corporate-success-brainstorming-t-BU9J8KW.jpg Cube Consulting Store - Conflict Management Consultation - Individual https://www.cubeconsulting.ie/store/p/gift-card monthly 0.5 2021-05-27 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619621845958-A9G61ARUZ4C962GUNKF8/mockup-featuring-a-several-gift-vouchers-piled-up-4078-el1+%283%29.png Cube Consulting Store - Gift Card https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619621849684-H0CB01NGHHHR45ELRRNS/minimalistic-mockup-featuring-two-business-cards-with-rounded-corners-977-el+%281%29.png Cube Consulting Store - Gift Card https://www.cubeconsulting.ie/store/p/business-consultation-meeting monthly 0.5 2024-04-30 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619641575929-9IZCZVLUL8HJMM588IZB/confident-young-man-standing-in-his-office-PXEXEFX.jpg Cube Consulting Store - Business Consultation Meeting https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1614858923492-S0808VLSB56LDUNRFIFI/female-teacher-addressing-university-students-in-a-PUNGHRW.jpg Cube Consulting Store - Business Consultation Meeting https://www.cubeconsulting.ie/store/p/conflict-management-consultation monthly 0.5 2024-05-01 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621942373877-VCRQ4G5NWDZ180DYHWIM/office-meeting-from-above_t20_En1x6J.jpg Cube Consulting Store - Conflict Management Consultation - Organisation https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1621531294975-2E6G3S8LJXVIGJ8NHSI9/business-team-meeting-working-with-new-startup-project-discussion-and-analysis-data-graph-report_t20_vRjxZl.jpg Cube Consulting Store - Conflict Management Consultation - Organisation https://www.cubeconsulting.ie/store/p/coaching-for-individuals monthly 0.5 2024-04-30 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619641367375-HPTXKYMXYLAD1PS6AANI/business-people-with-wheelchair-in-the-office-P9M4RX3.jpg Cube Consulting Store - Coaching for Individuals https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619641408200-7TEBESLMBOX0GHZR6MK2/hipster-manager-with-smart-phone-london-city-hall-PBBAF8T.jpg Cube Consulting Store - Coaching for Individuals https://www.cubeconsulting.ie/our-services daily 0.75 2021-09-22 https://www.cubeconsulting.ie/our-services/hr-people-partner monthly 0.5 2021-05-20 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619084620853-HD68B4QLB9UE0GO6B5OZ/people-indoors-business-university-furniture-modern-room-meeting-startup-college_t20_koEPAp.jpg Services - HR & People Partner - Streamlined HR system The HR structures help develop the organizational culture, safeguarding what is important and is working well, and ensuring the culture develops in the right way with engagement and performance. Having a streamlined HR system with processes and policies clear to all is important whether that’s with HR software or through bespoke processes. Policies need to be kept up to date in line with legislation and good practice and reflect the principles used to guide decision making. As the team grows some roles and individuals have more influence whether that’s informal or formally through the establishment of a management team. It's crucial these people are competent and work in line with the company’s values. We provide the training, coaching, and advice they need to succeed so they can develop and grow with the company, as well as upholding rules and establishing boundaries they need to be able to engage and motivate and handle conflict and stress appropriately. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619616533739-YGTW2B87AIDNQIB35VRO/successful-company-with-happy-employees-in-modern--ESL3MU9.jpg Services - HR & People Partner ✓ HR System setup and implementation support ✓ Review of company policies and employment handbooks ✓ Advice and support for managers ✓ Management team development ✓ Support at employee meetings https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619616440811-S5C1VG69PCDZQB2851X7/portrait-of-a-mature-business-woman-working-on-a-l-P5KZKG7.jpg Services - HR & People Partner ✓ Employee surveys and focus groups ✓ Competency frameworks ✓ Culture development ✓ Organizational design review ✓ Resourcing support and advice ✓ Exit interviews https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619616145756-FL6J1G3PKMYS6ZEU6D9B/unsplash-image-iI4sR_nkkbc.jpg Services - HR & People Partner ✓ Contact person for bullying claims ✓ Flexible and remote working ✓ Disciplinary and Grievances ✓ Discrimination and Bullying and Harassment claims ✓ Change management e.g. Reorganisations, redundancies, TUPE/merger and acquisition https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619084755802-SRYPOABSTQCWRJAOFILH/teamwork-planning-group-meeting-team-strategy-brainstorming-discussing-business-professional_t20_wlXZ2W.jpg Services - HR & People Partner - Ongoing Support We have long-lasting relationships with many of our clients and act as a trusted partner who is available to them on a retained basis when needed. We can also work with companies on a specialized project basis if needed. Please arrange a complimentary no-obligation consultation so we can establish your needs and see if we will be a good fit. https://www.cubeconsulting.ie/our-services/group-team-development monthly 0.5 2021-05-20 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1618898054594-4X3QJC16GL731NQYQHC9/group-of-business-WY2MFAC.jpg Services - Group & Team Development - For Innovation & Generating Creative Solutions. Positive conflict has been shown to be necessary for innovation and generating creative solutions. You need to involve people in the work so they feel they have some autonomy over what they do and can input into decision making but not be held up by the need for consensus and extensive debate. Members of the group need to know how to be able to express their opinions clearly and constructively and to accept that there may be elements that they disagree with but despite this will move on with the group. They need to know the difference between positive conflict, for instance, robust discussion about a task, and damaging personal conflict and how to address this quickly and maturely. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619090877548-KGNOE907OVXRFU4597D4/business-team-meeting-working-with-new-startup-project-discussion-and-analysis-data-graph-report_t20_vRjxZl.jpg Services - Group & Team Development - Work & Communication We work with clients to bring them through a program that develops these skills and deals with the practical challenges that all groups face. For many of these programs, we have partnered with Core Strengths to use the SDI 2.0 in order to give groups and teams a language they can use to understand differences in how we want to work and communicate. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619625165610-89R3GTMJQRN8201AL8ES/two-people-business-working-office-businessman-workers-professional-owner-business-person_t20_wQ83pr.jpg Services - Group & Team Development ✓ Employee Engagement Workshops ✓ Communication Skills Training https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619625126191-AALZ5DSXRXN0KAH5BHLF/successful-company-with-happy-workers-TYVFBBV.jpg Services - Group & Team Development ✓ Management & Team Coaching ✓ Culture Change Workshops https://www.cubeconsulting.ie/our-services/mediation-conflict-resolution monthly 0.5 2021-05-20 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619623180936-DGA71NHL6JTBCRK9HVWV/group-of-professional-successful-young-business-pe-JQT7EYM.jpg Services - Mediation & Informal Conflict Resolution - Helping to Restore the Relationship Having someone to help mediate and facilitate discussions between those involved is often necessary. Formal conflict resolution involves investigation which is costly and takes a lot of time and effort from all those involved which is why it's important to attempt to resolve issues informally at an early stage if at all possible. As well as helping to restore the relationship it is also required to mitigate the risk of legal claims. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1614858889920-GCE9BE45JZL0LMXK8PI2/young-successful-happy-smiling-business-woman-on-l-PKLKAEE.jpg Services - Mediation & Informal Conflict Resolution ✓ Conflict management coaching for individuals ✓ Restorative practices to restore relationships ✓ Training in informal conflict resolution https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1615468545063-GBTYCQMTRLS7I5UYHFL2/group-of-business-partners-discussing-documents-an-NQCR5LS.jpg Services - Mediation & Informal Conflict Resolution - Resolution of Conflict In recent years there has been a major move by the government to encourage the resolution of conflict at an early informal stage, for example through mediation, and this is written into legislation and codes of practice. Having external support available can change the dynamic in a conflict situation, particularly when this is from a trusted source who understands the organisation’s needs. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1614858889926-ZYCFH1HJMMQ0GBADKF32/group-of-students-in-library-collaborating-on-proj-PM8X6H4.jpg Services - Mediation & Informal Conflict Resolution ✓ Team mediation ✓ Facilitated discussions for informal resolution https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1614858894814-O31RL775INPQ00L08CPA/mature-businesspeople-working-in-the-lobby-of-an-o-2DBLPYU.jpg Services - Mediation & Informal Conflict Resolution ✓ Colleague mediation ✓ Manager & team member mediation https://www.cubeconsulting.ie/our-services/leadership-coaching monthly 0.5 2021-05-20 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619013168390-1B82OGELJGZ7G8CL9RJ7/successful-company-with-happy-workers-CW2KUXN.jpg Services - Leadership Coaching - Engagement with the work we do is important for our well-being. Engagement with the work we do is important for our well-being. Our work is important to us and the more autonomy we have in how we structure it to suit our preferences the more likely we are to experience flow or ‘get in the zone.’ With information overload, the challenge is to sift through this and pick out the theories and toolkits that are useful, and apply these. We do the hard work for you allowing you to focus and succeed. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1614858913444-VI2S8TTTA2L77JEFAI0E/businessman-in-the-office-at-night-working-late-PFFPQ62.jpg Services - Leadership Coaching ✓ Coaching for leaders who wish to manage themselves and others better ✓ Coaching for managers focusing on people management and engagement https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619624537854-WILYYM405CTVJ05K2Z7N/businesswoman-talking-on-the-phone-PW2VRCA.jpg Services - Leadership Coaching ✓ Coaching for HR Managers who need a sounding board to help them make the right decisions ✓ Coaching for individuals experiencing a particular conflict or stressful situation or wishing to develop their competence in handling conflict and stress https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619624516247-QGWZJA9FOAW61W94QHUK/mid-age-woman-talking-on-cell-phone-sitting-cafe-PQWZZLS.jpg Services - Leadership Coaching ✓ Career coaching for individuals looking to make a change or reignite the spark around the work they do https://www.cubeconsulting.ie/case-studies daily 0.75 2021-05-18 https://www.cubeconsulting.ie/case-studies/facility-management monthly 0.5 2021-05-26 https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619090877548-KGNOE907OVXRFU4597D4/business-team-meeting-working-with-new-startup-project-discussion-and-analysis-data-graph-report_t20_vRjxZl.jpg Case Studies - Case Study: Facilities management - Our Approach: We decided that we needed to hold semi-structured interviews in the first instance with all members of management and other key roles so we could understand more about the organizational structure, its culture, and the level of competence within the management team. We also set up an online survey where team members included their views. The following areas were highlighted; No clear roles and responsibilities Irregular team meetings with no clear agenda and actions Culture of distrust where conflict is not addressed openly Low levels of people management competence https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619643103979-VNR7R3A7LJZ59VSVS88B/unsplash-image-EcELKgw7NwM.jpg Case Studies - Case Study: Facilities management - The Challenge: The company had grown organically over a number of years and day-to-day management of the business had largely been passed to the second generation of the family. Up to this point, there had been a focus on traditional management practices which tended to be informal and personality-based. There was an acceptance that there needed to be a change as morale was low and there was many conflicts which was largely unaddressed until it escalated into a dispute which resulted in a number of people leaving the organisation under difficult circumstances. There was little by way of formal HR structures and responsibility for operational human resources rested with the Finance Manager. In recent times a number of people had left the organisation and this had led to recruitment challenges. https://images.squarespace-cdn.com/content/v1/6040ca896b05dd10d50f3a56/1619643229401-MQU3HKBBVMXKXN3CCCAP/mature-businesspeople-working-in-the-lobby-of-an-o-2DBLPYU.jpg Case Studies - Case Study: Facilities management - The Impact: Having a trusted HR partner allowed the CEO and the senior management team to focus on running the business rather than getting bogged down with people issues which had become a major drag on time. The team performed much better as they only met at scheduled times and reduced the amount of time they spent on communications outside of this except in cases of emergencies or for a scheduled check-in. There is now a clear agenda and action points following the management team meetings and clear decisions are taken and implemented. Managers became much more skilled at holding regular one to one meetings with their direct reports. These lasted for 30 minutes and followed a rough outline so preparation could be done before and the meeting itself could be focused.