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Conflict Resilience Solutions

Acadine conflict resilience solutions

Our Focus Is On Supporting Your Vision And Objectives

Acadine provides a comprehensive range of services ranging from immediate resolution of crippling conflicts to building sustainable conflict resilience. Our proven solutions are configured to meet each organisation’s and their teams’ or individual managers’ / team leaders’ exact needs.
Clicking on one of these 4 options will take you directly to the list of solutions provided by Acadine:

Conflict Resolution
Preventing Dysfunction
Empowering Teams To High Performance
Real life examples of successful Interventions

Conflict Resolution

Quick, calm and unbiased intervention by an independent experienced conflict solver is often the best way for an organisation to get out of crisis mode back to a sound base for “normal performance”. Acadine is often called to stop the damage brought by identified conflicts.

Acadine services include:

  • Investigations
  • Diagnosis
  • Mediation or facilitated conversations
  • One-to-one conflict management coaching
  • Prevention Plan

Call us for a confidential obligation-free meeting.

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Preventing Dysfunction

Before the next conflict arises or the next crisis starts brewing, smart organisation leaders know that “prevention is better than cure”. Smart leaders care about business continuity and growth. They want to know where their risks are, in-built by operational processes and policies, and by company culture. They also want to optimise team dynamics and leadership.

For lasting results, Acadine solution packages include these core components:

  • Audit, risk assessment
  • Triage
  • Process & Policies Change (such as grievance systems)
  • Training (in ‘difficult’ conversations, managing performance, mediating “everyday” conflict)
  • One-to-one Conflict Management Coaching

Call us for a confidential obligation-free meeting.

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Empowering Teams To High Performance

We know the importance of building your strategic edge through your people.
Conflicts are part of life. So it is a smart move to recruit and develop people who have the skills and attitude to manage conflict well, to turn high business risk situations into positive outcome. That can change the future of an organisation. It is about

  • Strengthening the engagement and commitment of each team member
  • Retaining your top performers
  • Building a culture of innovation
  • Making the organisation more agile
  • Enhancing your internal and external brand image

Acadine solutions include

  • Selection including conflict behavioural profiling
  • Team Development
  • Leadership Coaching
  • Change Management
  • Conflict Management Coaching

Call us for a confidential obligation-free meeting.

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Real life examples of successful Interventions

Retaining valued personnel through conflict management coaching

A senior manager has decided to leave the organisation due to a conflict with his own manager. The coaching session identifies his ‘trigger points’ and how he responded under pressure. This clarity is helping his flexibility in being able to respond more powerfully and appropriately when key decisions are faced.

De-escalating conflicts

We worked with senior practitioners in a medium sized retail establishment to identify the key areas of disagreement between two staff members. These staff members agreed to participate in a workplace facilitated conversation where new and useful information was presented that provided each person with clarity and immediately de-escalated the conflict.

Improving Processes Resulting In Greater Customer Satisfaction

We worked with a process re-engineering consultancy team to provide change management advice and training to a company that had undergone a recent merger. Two teams had not adapted to the merger and this was affecting inter-team relationship productivity and customer service.
We worked with the teams to create an awareness of the need for change. With the development of a new integrated process, an understanding of teamwork, change principles and clear KPI’s to reduce confusion, the team developed trust, and reduced conflict and gained ownership of their new process. This resulted in renewed levels of customer satisfaction.

Skills Training Turns Disagreement Into Constructive Collaboration

A senior manager is unable to manage a conflict between two employees that is causing unrest and ongoing complaints. After discussions with the parties, a facilitated discussion is agreed to. Both parties would like to resolve the conflict so that they can continue working for the organisation. A facilitated discussion results in an agreement by the parties to work together collaboratively, with specific actions also agreed to.

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Call us to discuss your opportunity to increase your organisation’s conflict-resilience.

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Conflict Dynamics Profile Facet 5 The NCP
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