Below are a list of conflict management and consulting services Brenda provides for Leaders and their employees. They can be offered on their own or in combination so the best place to start your strategic solution to workplace conflict is to contact Brenda. Go to her contact page and give Brenda a call or send her an email.


According to the Centre for Creative Leadership, 2 of the top 10 areas in which employees at all levels want to develop their leadership skills is in Conflict Management and Effective Communication.

The best method to develop Conflict Management and Communication skills is away from conflict rather than trying to develop these during the ‘thick of things’. The reason for this is because it allows for that part of the brain call the Executive Brain to be open to growth, expansion and creativity when it is not stressed.

Workshops and Training programs set the foundation to acquire these valuable skills and then Conflict Management & Communication Coaching using the C-IQ tools allows the learners to integrate their skills into their work and personal lives with laser focus.

Brenda offers both private one-on-one and group coaching to help individuals, teams and entire organizations integrate C-IQ into their daily conversations in order to develop a high level of trust, engagement and co-creation to find solutions for not only issues, needs and concerns but also for company growth and expansion.

C-IQ is truly an amazing tool to help people have wonderful, deep and meaningful conversations in their workplace.



A recent Deloitte study identified the top four critical challenges facing every organization today:

1. Leadership: Where are tomorrow’s leaders coming from?
2. Engagement: What drives your most engaged people?
3. Culture: How do your people interact to achieve the organization’s goals?
4. Performance: How do you connect workplace behaviours to personal motivation?

But the most important question to ask yourself is: What are you doing to answer these questions?

Communication is the basis of our relationships with others and SDI® is the passport to allow individuals and teams discover a powerful tool for enhancing your ability to communicate more effectively, handle conflict more productively and work in teams with more synergy.

SDI is used in a variety of ways such as:

  • 360º Leadership Assessment
  • Employee Recruitment Selection Process based on organizational strength needs
  • Communication training among team members as well as between departments

Using SDI for team development begins with each person on the team receiving their personal SDI assessment. Brenda then integrates each of their assessment results into a customized training program to encourage real and active discussions to develop their skills of connecting with one another using each others ‘motivational language’.

Participants have fun as they learn to integrate SDI while as the same time address where the team is feeling “stuck” in their communication with one another or other teams. This allows people to resolve the issues and work on problems in real time. This is an important feature and a ROI benefit since this program is not simply theory based learning but solution focused.


Conflict and dysfunctional communication between employees or between management and employees affects individuals, teams and the organization emotionally & financially.

Claims against Bullying & Harassment are on the rise and companies cannot afford to allow conflict and dysfunctional communication to escalate to this level.

Brenda often gets called in to mediate when a situation has reached a point where an investigation has been conducted and the investigator has recommended the parties try mediation. When the situation has been allowed to get to this level of conflict, companies and employees have been impacted dramatically in lost time, increase costs and potential law suites. This level of conflict crises could have been avoided if the employers decided to mediate the situation sooner.

Many companies have in-house staff mediators to work with their employees but this can often fail for a number of reasons such as:

  • One or both employees in conflict feel the mediator is not unbiased
  • Large distrust that the mediation will not remain private and confidential
  • Mediator style does not match participants needs

Bringing in an external mediator such as Brenda eliminated the concerns stated above and can often bring about successful results faster for the simple reason that Brenda is not an employee of the company and can remain unbiased and objective. Also, bringing in an external mediator demonstrates to the employees that as a company you truly care and are willing to do whatever it takes to help their situation.

Brenda has had participants comment after a mediation session “Why did the company wait so long to call you in?” This has been after a number of these employees had in-house mediation.

If you have been made aware of a situation involving workplace conflict, act quickly and offer mediation as a means to help them resolve their issues. Brenda works closely with Human Resource departments to ensure compliance with confidentiality as well as company policies and regulations are maintained.


Recognizing that conflict is normal within companies it is often difficult for Leaders to ascertain the degree and level of conflict & dysfunctional communication within their organization.

Another concern Brenda hears from Managers is trying to decide on the best course of action to take that is within the operating budget.

Companies need to be strategic in their conflict management actions to ensure that any proactive or reactive steps taken produces results. For this reason, Brenda can perform workplace assessments to help companies pinpoint “red flags” involving sources of conflict and dysfunctional communication and then works closely with Executives and Management to determine the most appropriate course of action.

Brenda utilizes a variety of assessment tools to aid management in determining the best course of action.


Companies invest thousands of dollars to train their Human Resource Professionals and Managers in conflict resolution. Yet, many come away from their days in training feeling overwhelmed and unsure of their abilities.

Where practice does make perfect, conflict management coaching provides an extra layer of feedback from a professional conflict management specialist who understands the process and the language of conflict resolution.

When those trained as in-house mediators are able to debrief situations in their conflict management coaching, they gain additional insight to help increase their confidence and skills that classroom training simply can’t provide.

It’s a ‘win-win’ as they say in the Conflict Resolution field – A company’s investment in their in-house mediators garners measurable results and the employee not only increases their skill level but gains additional ones along the way.


Managers cannot do it all nor should they when it comes to conflict management and dysfunctional communication. The latest research indicates that managers spend approximately 25-35% of their workweek handling employee conflict.

When employees are experiencing conflict between themselves or with their manager, Brenda has been called in to provide conflict management coaching with the employees so that they can learn to change the way they communicate with one another as well as learn new skills so that they resolve the issues on their own.

Employees receive invaluable skills that they can utilize in their work and personal relationships which in turn has shown to:

  • Reduce Absenteeism
  • Increase Morale
  • Reduce cost of employee benefit programs such as utilizing counselling/therapy
  • Improve work performance
  • Reduce Presenteeism

There are a number of ways in which companies can utilize this service for their employees such as:

– Incorporating it into an Employee Assistance Program
– A recommendation for those employees who appear challenging and difficult
– Enhanced learning for leadership succession planning