Developing and Maintaining Good Occupational Working Relationships in the Workplace

    GQA QUALIFICATIONS LIMITED
    Vocational

    This element focuses on the interpersonal and communication skills essential for a lift planner to foster a collaborative, safe, and efficient working environment. Learners will demonstrate how to proactively share information, offer guidance, and manage disagreements in a manner that upholds professional integrity and promotes mutual respect among diverse site personnel.

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    Learning Outcomes
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    Assessment Guidance
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    Key Skills
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    Key Terms
    96
    Assessment Criteria

    Assessment criteria

    GQA Level 5 NVQ Diploma in Controlling Lifting Operations - Planning Lifts (Construction)
    GQA Level 4 NVQ Diploma in Construction Site Supervision
    GQA Level 3 NVQ Diploma in Wood Occupations (Construction)
    GQA Level 3 NVQ Diploma in Trowel Occupations (Construction)
    GQA Level 3 NVQ in Accessing Operations & Rigging (Construction) - Scaffolding and Offshore
    GQA Level 3 NVQ in Inspecting and Designing Chimneys and Dry Solid Fuel Installations (Construction)
    GQA Level 3 NVQ Diploma in Plastering (Construction)
    GQA Level 3 NVQ Diploma in Roofing Occupations (Construction)
    GQA Level 3 NVQ Diploma in Wall and Floor Tiling (Construction)
    GQA Level 3 NVQ Diploma in Cladding Occupations (Construction)
    GQA Level 3 NVQ Diploma in Interior Systems (Construction) (CSCS Qualification) V3
    GQA Level 4 NVQ Diploma in Controlling Lifting Operations-Supervising Lifts (Construction)
    GQA LEVEL 3 NVQ IN ACCESSING OPERATIONS & RIGGING (CONSTRUCTION) - PERSONAL FALL PROTECTION TECHNICIAN
    GQA Level 3 NVQ Diploma In Formwork (Construction)
    GQA Level 3 NVQ Diploma in Heritage Skills-Plastering Occupations
    GQA LEVEL 3 NVQ IN ACCESSING OPERATIONS & RIGGING (CONSTRUCTION) - LIGHTNING PROTECTION ENGINEER
    GQA Level 6 NVQ Diploma in Construction Site Management
    GQA Level 3 NVQ Diploma in Insulation and Building Treatments (Construction)
    GQA Level 3 NVQ Diploma In Decorative Finishing-Painting and Decorating (Construction)
    GQA Level 6 NVQ Diploma in Construction Site Management (Construction)
    GQA Level 3 NVQ Diploma in Occupational Work Supervision (Construction)

    Topic Overview

    The GQA Level 3 NVQ Diploma in Wood Occupations (Construction) is a competency-based qualification designed for experienced wood tradespeople working in the construction industry. It covers advanced skills in site carpentry, bench joinery, and associated woodworking tasks, such as installing first and second fixings, erecting complex roof structures, and constructing staircases. This diploma is recognized by the Construction Skills Certification Scheme (CSCS) and is essential for those seeking supervisory roles or self-employment in the sector.

    The qualification is structured around mandatory units that assess your ability to interpret technical drawings, select appropriate materials, and use power tools safely. You will also develop expertise in setting up and operating woodworking machinery, such as circular saws and planers, to produce high-quality joinery components. Mastery of these skills is critical for ensuring structural integrity, compliance with building regulations, and efficient project delivery on commercial and residential sites.

    Achieving this NVQ demonstrates to employers that you can work independently to industry standards, manage your own workload, and solve complex problems on site. It is a key stepping stone to advanced roles like site supervisor, project manager, or specialist joinery contractor. The qualification also supports progression to higher-level courses, such as the Level 4 Diploma in Construction Site Management, or chartered membership of professional bodies like the Institute of Carpenters.

    Key Concepts

    Core ideas you must understand for this topic

    • →Interpretation of technical drawings and specifications: Understanding symbols, dimensions, and tolerances to produce components that meet design intent and building regulations.
    • →Setting out and marking: Using tools like try squares, bevels, and marking gauges to transfer measurements accurately onto timber, ensuring precision in cuts and joints.
    • →Advanced joint construction: Mastery of mortise and tenon, dovetail, and housing joints for structural and decorative applications, including the use of jigs and templates.
    • →Safe operation of woodworking machinery: Competence in using circular saws, planers, spindle moulders, and sanders, including setting up guards and following risk assessments.
    • →Installation of complex roof structures: Erecting trusses, cutting hip and valley rafters, and installing ridge boards, with attention to load-bearing requirements and weatherproofing.

    Learning Objectives

    What you need to know and understand

    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments., Clarify proposals with relevant people and discuss alternative suggestions., Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments, Clarify proposals with relevant people and discuss alternative suggestions, Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Demonstrate techniques to establish and sustain trust with colleagues, subcontractors, and clients on a construction site.
    • Select and apply appropriate communication methods to inform relevant parties about work activities, considering detail and urgency.
    • Provide structured advice and practical help to team members while actively encouraging feedback and clarification.
    • Facilitate discussions to clarify proposals and evaluate alternative suggestions from others.
    • Apply proven methods to resolve differences of opinion, minimising offence and preserving professional respect.
    • Assess own communication style and adapt it to suit the needs of diverse audiences in a construction environment.
    • Develop and maintain working relationships that promote goodwill and trust.
    • Inform relevant people about work activities with appropriate detail and urgency.
    • Offer advice and help to relevant people and encourage questions and comments.
    • Clarify proposals and discuss alternative suggestions with relevant people.
    • Resolve differences of opinion in ways that minimise offence and maintain respect.
    • 1 Develop, maintain and encourage working relationships to promote good will and trust.2 Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency.3 Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments.4 Clarify proposals with relevant people and discuss alternative suggestions.5 Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • 1 Develop, maintain and encourage working relationships to promote good will and trust.2 Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency.3 Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments.4 Clarify proposals with relevant people and discuss alternative suggestions.5 Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Demonstrate the ability to develop, maintain, and encourage positive working relationships that promote mutual trust.
    • Select and apply appropriate communication methods and levels of detail for different workplace audiences and urgencies.
    • Provide constructive advice on work activities and actively encourage questions and clarification from others.
    • Clarify proposals with relevant people and integrate alternative suggestions through collaborative discussion.
    • Apply conflict resolution techniques to resolve differences of opinion while minimising offence and preserving respect.
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments., Clarify proposals with relevant people and discuss alternative suggestions., Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments, Clarify proposals with relevant people and discuss alternative suggestions, Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments., Clarify proposals with relevant people and discuss alternative suggestions., Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Foster positive working relationships by consistently demonstrating trustworthiness and goodwill towards colleagues and stakeholders.
    • Communicate work activity details with appropriate urgency and detail to relevant parties, ensuring clarity and understanding.
    • Provide constructive advice and guidance on work activities while actively encouraging questions, clarification, and feedback.
    • Negotiate proposals and evaluate alternative suggestions to reach mutually beneficial agreements.
    • Mediate differences of opinion respectfully, minimising offence and preserving trust, goodwill, and professional respect.
    • 1 Develop, maintain and encourage working relationships to promote good will and trust.2 Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency3 Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments4 Clarify proposals with relevant people and discuss alternative suggestions5 Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect
    • Develop, maintain and encourage positive working relationships to promote goodwill and trust.
    • Inform relevant stakeholders about work activities with appropriate detail and urgency.
    • Offer advice and assistance on work activities and encourage questions and requests for clarification.
    • Clarify proposals with relevant people and discuss alternative suggestions.
    • Resolve differences of opinion in ways that minimise offence while maintaining goodwill, trust and respect.
    • 1 Develop, maintain and encourage working relationships to promote good will and trust.2 Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency3 Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments4 Clarify proposals with relevant people and discuss alternative suggestions5 Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect
    • Develop and maintain working relationships that promote goodwill and trust.
    • Communicate work activities to relevant people with appropriate detail and urgency.
    • Offer advice and help to relevant people and encourage questions and feedback.
    • Clarify proposals and discuss alternative suggestions with relevant people.
    • Resolve differences of opinion while minimising offence and maintaining respect.
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments, Clarify proposals with relevant people and discuss alternative suggestions, Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • 1 Develop, maintain and encourage working relationships to promote good will and trust.2 Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency3 Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments4 Clarify proposals with relevant people and discuss alternative suggestions5 Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments, Clarify proposals with relevant people and discuss alternative suggestions, Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments, Clarify proposals with relevant people and discuss alternative suggestions, Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Demonstrate techniques for developing positive working relationships with colleagues, clients, and other trades on construction projects.
    • Communicate work activities and progress clearly and appropriately, adjusting detail and urgency based on the audience.
    • Offer constructive advice and support to others, fostering an environment where questions and clarification are encouraged.
    • Clarify and negotiate proposals with relevant parties, discussing alternative suggestions to reach mutually beneficial agreements.
    • Resolve disagreements promptly using conflict resolution strategies that preserve goodwill, trust, and professional respect.
    • Evaluate the impact of effective working relationships on project outcomes, safety, and overall workplace morale.
    • Evaluate the impact of effective communication strategies on team morale and project outcomes.
    • Apply negotiation techniques to resolve workplace disagreements while preserving professional relationships.
    • Demonstrate appropriate methods for briefing subcontractors and clients on project progress and changes.
    • Analyse the role of emotional intelligence in maintaining collaborative working relationships on site.
    • Develop a communication plan that ensures timely and accurate information flow among project stakeholders.
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments., Clarify proposals with relevant people and discuss alternative suggestions., Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.

    Assessment Criteria

    Key criteria assessors look for in your portfolio

    • Provide evidence of proactively informing relevant parties (e.g., crane operators, site managers, slingers) about lift plans using appropriate terminology and with a sense of urgency commensurate to the situation.
    • Demonstrate through witness testimony or professional discussion instances where advice and help were offered, encouraging others to ask questions and seek clarification without hesitation.
    • Show documented examples (e.g., meeting notes, emails) where alternative suggestions were discussed and proposals were clarified to reach consensus, maintaining goodwill.
    • Present a reflective account detailing a specific disagreement, outlining the steps taken to resolve it while minimizing offence and preserving long-term working trust.
    • Award credit for demonstrating consistent use of open and transparent communication with colleagues and stakeholders to build mutual trust.
    • Look for evidence of proactively seeking and acting upon feedback to improve working relationships.
    • Assess the ability to tailor communication methods and urgency to the audience and situation, such as using urgent verbal briefings for safety-critical information.
    • Evidence of regular, documented briefings or toolbox talks tailored to audience needs.
    • Records showing appropriate escalation of information based on urgency.
    • Witness testimony confirming that advice was offered proactively and queries were welcomed.
    • Demonstrated ability to summarise and clarify proposals during meetings, with notes or minutes.
    • Reflective account describing a specific instance of conflict resolution that maintained team cohesion.
    • Examples of adapting communication for different stakeholders, e.g., site operatives vs. senior management.
    • Demonstrates proactive communication with team members and supervisors.
    • Provides clear and timely updates on work progress and potential issues.
    • Actively listens and responds to questions and requests for clarification.
    • Engages in constructive discussion of alternative methods or solutions.
    • Handles disagreements professionally, focusing on the issue rather than personal conflict.
    • Award credit for demonstrating the ability to adapt communication style and level of detail when informing different stakeholders (e.g., foreman, apprentice, client) about work progress or issues, showing awareness of urgency.
    • Credit given for actively offering practical help or advice to others on trowel techniques or site procedures, and encouraging them to ask for clarification, fostering a learning culture.
    • Look for evidence of clarifying work proposals or instructions with relevant parties, and constructively discussing alternative approaches to resolve differences without causing offence.
    • Expect learners to manage disagreements tactfully, maintaining goodwill and respect, and to seek win-win solutions that prioritize project requirements and safety.
    • Award credit for demonstrating consistent, clear, and appropriately detailed communication with line managers, colleagues, and contractors about work progress and potential hazards.
    • Evidence must show that the candidate actively seeks feedback and provides constructive advice to others, encouraging questions and clarifications to prevent misunderstandings.
    • Look for documented instances where the candidate has resolved conflicts or differing opinions in a way that preserves professional respect and trust, using methods such as private discussions or mediated meetings.
    • Candidates should provide examples of adapting communication style and urgency to suit the audience (e.g., immediate verbal alerts for safety issues versus formal written reports for procedural changes).
    • Good practice includes maintaining confidentiality where appropriate and showing cultural sensitivity, especially in diverse offshore teams.
    • Award credit for demonstrating consistent, proactive efforts to build rapport and trust with colleagues, clients, and other stakeholders.
    • Award credit for selecting communication methods (e.g., verbal, written, digital) that are appropriate to the audience, context, and urgency of the message.
    • Award credit for offering advice and help in a supportive manner that encourages others to ask questions and seek clarification.
    • Award credit for actively listening to alternative suggestions and integrating them into proposals where feasible, showing flexibility and collaboration.
    • Award credit for using conflict resolution strategies that de-escalate tension, focus on issues rather than personalities, and maintain the dignity of all parties.
    • Award credit for demonstrating consistent and respectful communication with team members that reinforces trust, evidenced through witness testimony or reflective accounts.
    • Evidence must show timely and clear updates to relevant parties about work progress or issues, with detail and urgency appropriate to the situation.
    • Look for instances where the learner offered help or advice proactively and invited feedback, showing a collaborative attitude.
    • Assess the learner’s ability to clarify own proposals and genuinely consider alternative suggestions without defensiveness.
    • Credit should be given for resolving disagreements professionally, maintaining positive relationships and avoiding escalation.
    • Award credit for demonstrating consistent communication with supervisors and colleagues to update on work progress, using clear and appropriate detail.
    • Recognise evidence of proactively offering advice to less experienced team members and inviting questions to ensure clarity.
    • Credit examples of clarifying work proposals with clients or architects by discussing alternative suggestions in a respectful manner.
    • Award marks for resolving disagreements by listening to others' views and finding mutually acceptable solutions without compromising safety or quality.
    • Award credit for demonstrating consistent and timely communication with relevant stakeholders, such as site managers or other trades, about progress and potential delays.
    • Evidence of actively seeking and providing constructive feedback on work activities, showing a willingness to adapt and collaborate.
    • Recognition when the candidate resolves a disagreement or misunderstanding by listening, acknowledging viewpoints, and proposing a mutually acceptable solution without damaging working relationships.
    • Award credit for demonstrating clear, timely communication of work activities to relevant team members or clients, tailored to the urgency of the situation.
    • Evidence must show the candidate proactively offered assistance and invited questions, creating an open environment for feedback.
    • The candidate should be observed negotiating and clarifying proposals, handling objections without causing offence or defensiveness.
    • Look for instances where the candidate successfully resolved a disagreement, with outcomes that clearly maintained or enhanced working relationships.
    • Documentation or witness testimony should reflect consistent maintenance of goodwill and trust over multiple interactions or projects.
    • Award credit for evidence of initiating regular, transparent communication with team members and subcontractors to build mutual trust and goodwill.
    • The assessment should require the candidate to demonstrate timely and clear updates to supervisors and colleagues about task progress, potential delays, or safety concerns, tailored to the audience.
    • Candidates must provide at least one instance where they offered practical advice or assistance to a colleague, and then actively encouraged questions or feedback to clarify understanding.
    • Provide evidence of regular, appropriate communication with team members and other stakeholders.
    • Demonstrate use of questioning techniques to encourage clarification and feedback.
    • Show documented discussions of alternative proposals and agreed actions.
    • Present examples of resolved conflicts where all parties' opinions were considered respectfully.
    • Include witness testimonies confirming the candidate’s supportive and trusting relationships.
    • Award credit for demonstrating active trust-building with team members, evidenced by consistent reliability in following safety protocols and completing assigned rigging tasks.
    • Evidence must show that work activities (e.g., fall protection plans, rigging sequences) were communicated to relevant people with an appropriate level of detail and urgency, adapted to audience and situation.
    • Assessors should look for instances where the candidate offered constructive advice and encouraged questions, fostering an open dialogue about safety and work methods.
    • Credit should be given when the candidate can clarify initial proposals with relevant people and demonstrate flexibility by incorporating alternative suggestions to improve work practices.
    • When resolving differences, candidates must show they minimized offence by focusing on facts, using respectful language, and preserving goodwill, trust, and respect among parties.
    • Award credit for demonstrating proactive communication with colleagues and supervisors about work activities.
    • Award credit for evidence of offering assistance to others and responding positively to requests for help.
    • Award credit for showing how differences of opinion were resolved without damaging working relationships.
    • Award credit for using appropriate tone and language when communicating with different audiences.
    • Award credit for documenting instances where advice was sought or given to improve work outcomes.
    • Award credit for demonstrating active listening and constructive responses when colleagues raise concerns about the compatibility of plaster mixes with historic substrates.
    • Provide clear, timely updates to site managers or conservation officers regarding material availability, setting times, or environmental conditions that impact lime plastering schedules.
    • When clarifying proposals, show evidence of discussing alternative traditional methods (e.g., hot lime mixing vs. pre-mixed) and adapting approaches based on expert input.
    • Resolve differences of opinion, such as disagreements over repair boundaries or finishing textures, by referencing conservation principles and seeking consensus without causing offence.
    • Initiate and encourage questions from less experienced team members about heritage plastering techniques, offering guidance that reinforces good practice and mutual respect.
    • Award credit for demonstrating a consistent approach to informing relevant people (e.g., site managers, other trades) about work progress, delays, or safety concerns in a timely manner using appropriate communication channels.
    • Credit should be given when the candidate actively offers advice and assistance to colleagues on lightning protection methods, clearly explains technical points, and invites questions to confirm understanding.
    • Evidence of resolving differences of opinion professionally, such as negotiating access to work areas or agreeing installation sequences, must show a focus on maintaining mutual respect and project outcomes.
    • Look for instances where the candidate clarifies proposals with designers or engineers, discusses alternative methods (e.g., routing conductors), and adapts plans based on feedback while keeping goodwill.
    • Award credit for demonstrating how to tailor communication style and level of detail according to the recipient's role and the urgency of the situation, using specific examples from site interactions.
    • Award credit for evidencing a structured approach to offering advice and help, such as using open-ended questions to encourage dialogue, documenting suggestions, and following up on actions.
    • Award credit for showing effective conflict resolution techniques, including active listening, remaining impartial, and proposing compromises that maintain long-term working relationships.
    • Award credit for evidence of proactively initiating and sustaining positive interactions with colleagues, clients, and other trades, demonstrating trustworthiness through consistent and reliable behaviour.
    • Was appropriate level of detail and urgency demonstrated when informing relevant people about work activities? Look for selective communication that matches the recipient's role and the criticality of the information.
    • Did the learner actively offer help and advice, and explicitly encourage questions or clarification? Credit examples where they created an open environment for feedback and confirmed understanding.
    • When clarifying proposals, assess whether the learner engaged in two-way dialogue, considered alternative suggestions, and documented agreed changes where necessary.
    • In conflict situations, accept evidence where the learner resolved differences by remaining calm, acknowledging others' viewpoints, and proposing compromises that preserved professional relationships and trust.
    • Award credit for providing witness testimony or observation that demonstrates consistent, clear, and timely communication with supervisors and co-workers.
    • Evidence of a log or diary entries detailing instances where the candidate offered advice or help, and the positive response received.
    • Documentation of a specific instance where the candidate resolved a difference of opinion, including the approach used and the outcome, with feedback from the involved parties.
    • Credit should be given for demonstrating an understanding of the importance of adapting communication style to different audiences, evidenced through varied examples.
    • Award credit for providing specific examples of how the candidate adapted their communication style to suit different audiences and situations.
    • Look for evidence of proactively seeking feedback and acting on it to improve working relationships.
    • Assess whether the candidate can cite instances where they successfully mediated disputes, describing the steps taken to preserve trust.
    • Award credit for demonstrating consistent efforts to build trust with colleagues, such as regular informal check-ins and sharing information proactively.
    • Credit should be given when the candidate clearly identifies who needs to be informed, uses appropriate communication methods (e.g., toolbox talks, emails), and adjusts the level of detail based on the recipient's role and the urgency of the situation.
    • Assessors should look for instances where the candidate actively encourages questions, provides constructive feedback, and follows up on requests for help, showing a supportive approach.
    • Credit for explaining proposals clearly, actively seeking feedback, and being open to alternative suggestions, demonstrating flexibility and respect for others' expertise.
    • High marks for handling disagreements calmly, focusing on issues not personalities, seeking compromise, and maintaining professional relationships even when opinions differ.

    Assessment Guidance

    Guidance for achieving higher grades

    • 💡Gather signed witness statements from a range of colleagues (supervisors, peers, operatives) that specifically highlight your ability to build trust and convey information clearly.
    • 💡During professional discussion, be ready to articulate a real scenario where you had to resolve a difference of opinion, focusing on the techniques used to maintain respect.
    • 💡Maintain a CPD log or diary that records informal advice sessions, questions encouraged, and how you tailored your communication to the audience; this serves as direct evidence.
    • 💡Ensure any written communication included in your portfolio (toolbox talks, briefing notes) shows clear, jargon-free explanations and invites feedback.
    • 💡Present a reflective account or log of specific instances where you successfully built trust with a new team member, detailing the communication methods used.
    • 💡Use witness testimonies from colleagues and managers to corroborate your proactive approach to offering help and encouraging questions.
    • 💡In professional discussions, emphasize how you adapted your approach to different audiences, such as operatives vs. senior management.
    • 💡Use a reflective diary or log to capture real-life examples of how you built trust over time.
    • 💡Include copies of emails, meeting minutes, or tool‐box talk registers as evidence of informing others with suitable detail.
    • 💡When describing conflict resolution, clearly state the problem, your approach, and the positive outcome on goodwill.
    • 💡Demonstrate continuous improvement by showing how you adapted your communication style after receiving feedback.
    • 💡Link your evidence directly to the learning outcomes, explaining how each piece demonstrates competence.
    • 💡Use specific examples from your workplace to demonstrate how you have built relationships.
    • 💡Show evidence of two-way communication, not just giving information but also seeking feedback.
    • 💡Highlight how you have resolved a disagreement while maintaining a positive working relationship.
    • 💡Refer to relevant organisational procedures and policies when discussing communication and conflict resolution.
    • 💡When being assessed, demonstrate active listening by paraphrasing others' points and asking clarifying questions before proposing your own suggestions.
    • 💡In your portfolio, include witness testimonies from supervisors or peers that highlight your constructive contributions to team discussions and conflict resolution.
    • 💡During role-play or observed tasks, show that you can remain calm and factual when challenged, focusing on job requirements rather than personal opinions.
    • 💡For each assessment criterion, gather a mix of evidence types: reflective accounts describing how you built a specific relationship, witness testimonies from colleagues confirming your approach, and records of team briefings or toolbox talks.
    • 💡When writing reflective accounts, use a structured approach (e.g., situation, action, outcome) to clearly show how you applied the principles of developing good working relationships in real workplace scenarios.
    • 💡Link your evidence to the specific challenges of offshore or scaffolding work, such as cross-shift handovers, multinational crews, or time-sensitive emergency responses.
    • 💡Ensure your evidence demonstrates that you not only maintain your own relationships but actively encourage a positive working culture among the wider team.
    • 💡Provide specific examples from your workplace experience that demonstrate your ability to build trust and resolve conflicts effectively.
    • 💡When describing communication, always justify why you chose a particular method and level of detail for the given audience and situation.
    • 💡In assessments, show evidence of collaborative discussion by explaining how you incorporated others' suggestions into your proposals.
    • 💡For conflict resolution, outline a clear step-by-step approach you used, highlighting how you minimised offence and preserved respect.
    • 💡Collect witness testimonies from colleagues and supervisors that specifically mention your positive communication and teamwork behaviours.
    • 💡Use a reflective log to document situations where you resolved a disagreement or clarified a proposal, analysing your approach and the outcome.
    • 💡In professional discussions, give concrete examples with names, dates, and details to prove competency rather than speaking in generalities.
    • 💡Demonstrate the ability to adjust communication urgency by describing a real scenario where you prioritised an immediate safety briefing over an email update.
    • 💡For the ‘offering advice’ criterion, prepare an example where you taught a less experienced colleague a plastering technique and encouraged their questions—this shows both trade skill and interpersonal skill.
    • 💡When compiling evidence, include witness testimonies and emails/minutes of meetings to demonstrate effective communication and maintenance of goodwill.
    • 💡For resolving differences, provide a reflective account showing how you maintained professionalism and trust, and the positive outcome achieved.
    • 💡Use specific examples from site diaries or daily logs to illustrate regular updates, proactive advice, and how you encouraged questions for clarification.
    • 💡In portfolio evidence, include witness testimonies or meeting notes that clearly document instances of proactive communication and conflict resolution.
    • 💡When resolving differences, always demonstrate that you considered the other person’s perspective and explained your reasoning calmly; assessors look for emotional intelligence.
    • 💡When providing evidence, use a reflective account to detail specific instances where you built trust, resolved conflicts, or adapted communication to meet others' needs.
    • 💡Include witness statements from colleagues or supervisors confirming your approachability, professionalism, and effectiveness in maintaining good relationships.
    • 💡Ensure your portfolio demonstrates a range of situations: informal chats, formal meetings, and written communications, showing versatility.
    • 💡During observation, proactively demonstrate how you ask for feedback and clarify any misunderstandings before they escalate into disputes.
    • 💡When providing evidence, include specific examples of verbal or written communications (e.g., toolbox talks, emails, meeting notes) that demonstrate how you kept others informed.
    • 💡In case study or witness testimony, highlight moments where you resolved a disagreement by active listening and proposed a solution acceptable to both parties.
    • 💡Use reflective accounts to explain how you tailored your communication to different audiences and why that approach was effective.
    • 💡Gather evidence from a variety of sources: emails, meeting minutes, reflective accounts, and witness statements.
    • 💡When describing conflict resolution, always highlight how you maintained respect and trust.
    • 💡Link your relationship-building activities to improved safety or efficiency in lifting operations.
    • 💡Use a structured approach: plan, communicate, seek feedback, adjust, and reflect.
    • 💡Provide specific, worksite-based examples in your portfolio that clearly map to each learning objective—e.g., describe a situation where you resolved a disagreement over rigging anchor points.
    • 💡Use witness testimonies from supervisors or experienced colleagues to corroborate your claims of effective communication and relationship building.
    • 💡In reflective accounts, emphasize the positive impact of your actions on team morale, productivity, and safety outcomes, not just the process.
    • 💡Be ready to discuss how you validate decisions by balancing formal procedures with the need for maintaining good working relationships in a high-risk environment.
    • 💡Use real workplace examples to demonstrate how you have built trust and goodwill with colleagues.
    • 💡When describing communication, specify the method (e.g., face-to-face, email, toolbox talk) and why it was appropriate.
    • 💡Show how you have handled a disagreement by explaining the steps you took to resolve it while maintaining respect.
    • 💡Reflect on feedback received from others and how you used it to improve your working relationships.
    • 💡Gather witness testimonies from supervisors, conservation architects, or heritage officers that specifically confirm your ability to maintain goodwill during challenging discussions.
    • 💡Include a reflective account detailing a real instance where you resolved a conflict about plastering methods, explicitly stating how you minimised offence and upheld trust.
    • 💡Ensure your portfolio contains evidence of proactive communication, such as emails about material orders, meeting notes from toolbox talks, or photos of on-site discussions with colleagues.
    • 💡When providing evidence of informing others, highlight examples where urgency was crucial, such as warning about wet plaster affecting adjacent historic joinery, and explain how your timely update prevented damage.
    • 💡Compile a portfolio of evidence including emails, minutes of site meetings, witness testimonies from supervisors or clients that specifically highlight your communication and relationship-building skills.
    • 💡During professional discussions, use the STAR technique (Situation, Task, Action, Result) to describe real scenarios where you resolved a conflict or collaborated effectively, emphasizing the positive outcomes.
    • 💡Ensure your evidence shows a range of relationships: with immediate team members, other trades, managers, and external parties like architects or main contractors.
    • 💡When presenting evidence, include witness testimonies or meeting minutes that clearly show you adapting your communication to different audiences, and reference the specific urgency and context of the information shared.
    • 💡For the 'offer advice' criterion, provide examples where you explicitly invited questions and used reflective statements to check understanding, demonstrating a coaching rather than directive style.
    • 💡In professional discussion, be prepared to explain a real scenario where you resolved a difference of opinion by acknowledging the other person's perspective, finding common ground, and agreeing a way forward without damaging the relationship.
    • 💡Collect witness testimonies from supervisors or colleagues that highlight your proactive communication and relationship-building over time, not just one-off incidents.
    • 💡Maintain a reflective diary or log of situations where you adapted your communication style, resolved a dispute, or facilitated a clarification meeting, noting the outcome.
    • 💡In your portfolio, link your actions directly to the learning objectives, e.g., 'I encouraged questions by asking open-ended queries during toolbox talks, which improved team understanding.'
    • 💡To gather robust evidence, keep a reflective journal noting daily interactions, decisions made collaboratively, and how relationships were managed.
    • 💡Proactively seek witness statements from supervisors and colleagues that specifically comment on your communication style, helpfulness, and conflict resolution skills.
    • 💡When presenting evidence of conflict resolution, include a description of the issue, your specific actions, the outcome, and a reflection on what you learned.
    • 💡Use role-play or simulated scenarios if real workplace conflicts are rare, but ensure they are realistic and assessed against the marking criteria.
    • 💡Use reflective accounts that detail specific interactions, including what was said, the context, and the positive outcome achieved.
    • 💡Provide witness testimonies from colleagues, clients, or subcontractors to corroborate your relationship-building efforts.
    • 💡When discussing conflict resolution, always explain how you maintained professional boundaries and adhered to organisational policies.
    • 💡Always provide specific, real-work examples in your portfolio of how you adapted your communication style to different stakeholders (e.g., architects, subcontractors, clients).
    • 💡For higher marks, demonstrate how you proactively sought feedback on your proposals and used it to improve outcomes.
    • 💡When resolving conflicts, evidence that you remained objective, listened actively, and focused on finding a solution that maintained team cohesion.
    • 💡Use witness testimonies to corroborate your interpersonal skills, especially in conflict resolution and relationship-building scenarios.
    • 💡Tip 1: Always reference current building regulations (e.g., Approved Document A for structures) in your written work. Examiners look for evidence that you understand how your work complies with legal requirements.
    • 💡Tip 2: In practical assessments, focus on accuracy of setting out and cutting. Use a marking gauge for consistent lines and check measurements twice. Small errors in marking lead to cumulative inaccuracies in assembly.
    • 💡Tip 3: Keep a detailed portfolio of your work, including photographs, risk assessments, and cutting lists. This provides concrete evidence of your competence and helps you answer professional discussion questions confidently.

    Common Mistakes

    Common errors to avoid in your coursework

    • Assuming all team members have the same level of technical understanding, leading to miscommunication of critical lift parameters.
    • Failing to adapt communication style when addressing different roles (e.g., using overly complex diagrams with groundworkers or too simplistic language with engineers).
    • Avoiding constructive confrontation, allowing minor disagreements to escalate into personal conflicts that undermine team cohesion.
    • Neglecting to seek feedback on own communication effectiveness, resulting in a one-way information flow and missed opportunities for improvement.
    • Assuming that all team members prefer the same communication style, leading to misunderstandings.
    • Failing to differentiate between urgent and non-urgent information, causing either alarm or delays.
    • Avoiding difficult conversations, allowing minor disagreements to escalate into formal disputes.
    • Assuming all parties require the same level of detail, leading to information overload or under-communication.
    • Neglecting to seek confirmation that advice or instructions have been understood.
    • Avoiding alternative suggestions rather than discussing them openly, which can lead to unresolved disagreements.
    • Focusing on being right in a disagreement rather than preserving the working relationship.
    • Failing to differentiate between formal and informal communication channels for appropriate record-keeping.
    • Failing to communicate changes or delays promptly, leading to misunderstandings.
    • Ignoring or dismissing others' suggestions without proper consideration.
    • Becoming defensive or confrontational when disagreements arise.
    • Providing insufficient detail when informing others about work activities.
    • Assuming that informal verbal communication is sufficient without confirming understanding, leading to errors in trowel work specifications.
    • Not documenting advice given or disagreements resolved, which can result in accountability issues during project reviews.
    • Failing to differentiate between personal and professional disagreements, allowing personal feelings to affect site relationships and workflow.
    • Assuming that building working relationships is only about social interactions, rather than seeing it as integral to operational safety and information flow.
    • Failing to document informal advice or clarifications given, leading to a lack of evidence for the portfolio unless specific witness statements are obtained.
    • Avoiding difficult conversations or allowing differences of opinion to fester, which can erode trust and lead to safety oversights.
    • Over-relying on email or written notes for urgent communications, when immediate face-to-face or radio contact would be more effective in a dynamic scaffolding environment.
    • Using a one-size-fits-all communication approach regardless of the audience or urgency, leading to misunderstandings or delays.
    • Dismissing alternative suggestions without proper consideration, which can damage relationships and reduce team morale.
    • Avoiding conflict altogether or responding aggressively, both of which undermine trust and respect in the workplace.
    • Assuming that informal hallway conversations are sufficient for communicating urgent safety or schedule changes, without documenting or confirming understanding.
    • Offering advice in a way that is perceived as criticism rather than supportive, often due to tone or timing.
    • Failing to adapt communication style to different audiences, such as using overly technical jargon with clients or being too vague with managers.
    • Avoiding conflict entirely, which can allow minor issues to escalate, instead of addressing differences constructively early on.
    • Neglecting to follow up after resolving a disagreement to ensure relationships are fully restored and goodwill is maintained.
    • Assuming that others fully understand the task without providing adequate detail or checking for comprehension.
    • Failing to document verbal communications, leading to confusion or disputes later in the project.
    • Reacting defensively to differences of opinion rather than seeking common ground, which can damage working relationships.
    • Assuming colleagues are aware of schedule changes without explicit confirmation, leading to misaligned efforts and rework.
    • Avoiding difficult conversations about mistakes or delays, which can erode trust and cause larger project disruptions.
    • Failing to tailor the level of detail in communication to the audience, such as overloading a client with technical jargon or giving insufficient context to a supervisor.
    • Assuming that simply informing others is sufficient without checking for understanding or encouraging feedback.
    • Failing to adapt communication style to the urgency or sensitivity of the situation, leading to misunderstandings or delays.
    • Avoiding conflict rather than addressing differences of opinion constructively, allowing tensions to persist unresolved.
    • Being dismissive of alternative suggestions instead of exploring them collaboratively, which damages trust and goodwill.
    • Assuming that all relevant people are already aware of work activities without explicitly communicating updates.
    • Offering advice without first understanding the full context of the other person’s task or concerns.
    • Failing to adapt communication style to suit different recipients, e.g., using excessive jargon with non-specialists.
    • Focusing only on task-related communication and neglecting relationship-building small talk.
    • Providing information without checking understanding, leading to misinterpretation.
    • Avoiding conflict rather than addressing it constructively, allowing issues to escalate.
    • Not adapting communication style to suit the audience or urgency level.
    • Assuming that good relationships are built solely through social interactions, rather than through professional reliability, competence, and consistent safety compliance.
    • Failing to adjust communication style to match the urgency of a situation—e.g., over-communicating non-critical details or under-communicating time-sensitive safety risks.
    • Avoiding necessary conflict or difficult conversations about safety breaches, which can erode trust and lead to unresolved hazards.
    • Not confirming verbal agreements in writing or via follow-up communication, causing misunderstandings about work plans or responsibilities.
    • Assuming that working relationships are only about being friendly, not about professional trust and reliability.
    • Failing to tailor the level of detail or urgency of communication to the audience, e.g., giving too much technical detail to a non-technical manager.
    • Avoiding difficult conversations about disagreements, leading to unresolved conflicts and resentment.
    • Not actively listening to others' suggestions or questions, thereby missing opportunities for clarification and improvement.
    • Assuming that modern gypsum-based plasters are acceptable substitutes without consulting the project's conservation plan or heritage specialists.
    • Neglecting to document verbal agreements or instructions regarding plaster repairs, leading to disputes over the extent of work or finish quality.
    • Failing to adapt communication style for different stakeholders, such as using overly technical language with clients or oversimplifying for conservation officers.
    • Allowing personal pride in a particular technique to overshadow collaborative input, resulting in friction or non-compliance with heritage requirements.
    • Assuming that others automatically understand technical jargon without providing simplified explanations or checking for comprehension.
    • Delaying important updates about safety issues or work delays, which erodes trust and can compromise site safety.
    • Avoiding difficult conversations or simply complying with unreasonable requests to avoid conflict, rather than professionally negotiating a mutually acceptable solution.
    • Not documenting verbal agreements or shared plans, leading to misunderstandings later and disputes over responsibilities.
    • Assuming that all stakeholders require the same level of detail when being informed about work activities, leading to information overload for some and insufficient detail for others.
    • Failing to distinguish between offering constructive advice and unintentionally undermining colleagues, especially when discussing alternative approaches in a group setting.
    • Avoiding or escalating disagreements prematurely rather than using de-escalation, private discussion, or mediation to resolve issues while preserving mutual respect.
    • Learners often assume that informing means telling everyone everything, leading to information overload or irrelevant details; they fail to tailor the message to the audience.
    • Offering advice can be misinterpreted as criticism; learners may not frame suggestions as collaborative help, damaging relationships instead of building them.
    • When differences of opinion arise, learners sometimes avoid the issue to keep peace, but unresolved conflicts fester and break trust, or they aggressively defend their stance, offending colleagues.
    • Clarification is treated as a one-way declaration rather than a discussion; learners forget to invite feedback or consider alternative proposals, missing opportunities for improvement.
    • Failing to tailor communication methods and detail to the recipient’s role or knowledge level, leading to misunderstandings.
    • Avoiding necessary confrontation or difficult conversations, which can allow minor issues to escalate into major disputes.
    • Assuming that good relationships will develop naturally without proactive effort, neglecting to build rapport or seek feedback.
    • Prioritising speed over clarity when informing others about time-sensitive work activities, resulting in incomplete or misleading updates.
    • Assuming that a single communication method suits all stakeholders without considering their needs or preferences.
    • Focusing solely on project tasks and neglecting the interpersonal aspects that underpin team cohesion.
    • Avoiding difficult conversations, leading to unresolved tensions and erosion of goodwill.
    • Assuming that simply giving instructions constitutes effective communication, without considering the audience’s knowledge level or the urgency.
    • Offering advice without first understanding the recipient's needs, which can be perceived as dismissive.
    • Failing to actively encourage questions, leading to misunderstandings and errors.
    • Becoming defensive when proposals are challenged, instead of viewing alternative suggestions as collaborative improvements.
    • Allowing personal feelings to dominate in disagreements, which damages professional relationships and trust.
    • Misconception: 'You can skip the theory and just focus on practical work.' Correction: The NVQ requires evidence of knowledge through written assessments and professional discussions. You must understand building regulations, material properties, and safety protocols to pass.
    • Misconception: 'All woodworking machinery is the same, so training on one type is enough.' Correction: Each machine has specific safety features and operational techniques. You must demonstrate competence on the exact machines you use on site, including setting up and adjusting them for different tasks.
    • Misconception: 'Once you've learned a joint, you can use it anywhere.' Correction: Joint selection depends on load, aesthetics, and material. For example, a dovetail joint is unsuitable for load-bearing beams; a mortise and tenon is better. You must justify your choices in assessments.

    Frequently Asked Questions

    Common questions students ask about this topic

    Pass / Merit / Distinction Evidence Checklist

    How your portfolio evidence is graded for GQA QUALIFICATIONS LIMITED Developing and Maintaining Good Occupational Working Relationships in the Workplace

    Every vocational unit is marked against named criteria rather than an exam percentage. Your tutor's brief lists the exact codes for this unit — here is what each band is asking you to do.

    Pass (P)

    Demonstrate baseline knowledge, accurate terminology, and core practical application.

    Merit (M)

    Provide detailed analysis, structured explanations, and clear workplace reasoning.

    Distinction (D)

    Deliver thorough evaluation, original problem solving, and fully justified recommendations.

    Before You Start

    Prior knowledge that will help with this topic

    • •Completion of a Level 2 Diploma in Wood Occupations (or equivalent) is typically required, as it covers foundational skills like basic jointing and tool use.
    • •A good understanding of health and safety regulations, including COSHH and manual handling, is essential before attempting advanced machinery operations.
    • •Basic numeracy and literacy skills are needed to interpret drawings and complete written assessments. Functional Skills Level 2 in English and maths is often taken alongside this NVQ.

    Coursework AI Review

    Paste your assignment brief and check your draft against its P/M/D criteria

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    Key Terminology

    Essential terms to know

    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments., Clarify proposals with relevant people and discuss alternative suggestions., Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments, Clarify proposals with relevant people and discuss alternative suggestions, Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Trust and goodwill building
    • Stakeholder communication
    • Advisory and support skills
    • Conflict resolution
    • Constructive feedback
    • Building trust and goodwill
    • Effective communication
    • Advice and support
    • Clarification and negotiation
    • Conflict resolution
    • 1 Develop, maintain and encourage working relationships to promote good will and trust.2 Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency.3 Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments.4 Clarify proposals with relevant people and discuss alternative suggestions.5 Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • 1 Develop, maintain and encourage working relationships to promote good will and trust.2 Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency.3 Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments.4 Clarify proposals with relevant people and discuss alternative suggestions.5 Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Building trust and goodwill
    • Effective communication methods
    • Constructive advice and feedback
    • Collaborative clarification and discussion
    • Conflict resolution techniques
    • Professional respect and dignity
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments., Clarify proposals with relevant people and discuss alternative suggestions., Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments, Clarify proposals with relevant people and discuss alternative suggestions, Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments., Clarify proposals with relevant people and discuss alternative suggestions., Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Trust and Goodwill Promotion
    • Appropriate Communication of Work Activities
    • Advisory Support and Clarification
    • Negotiation and Alternative Proposals
    • Respectful Conflict Resolution
    • 1 Develop, maintain and encourage working relationships to promote good will and trust.2 Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency3 Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments4 Clarify proposals with relevant people and discuss alternative suggestions5 Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect
    • Communication and information sharing
    • Trust and goodwill building
    • Conflict resolution and respect
    • Advisory and supportive leadership
    • Collaborative decision-making
    • 1 Develop, maintain and encourage working relationships to promote good will and trust.2 Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency3 Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments4 Clarify proposals with relevant people and discuss alternative suggestions5 Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect
    • Building trust and goodwill
    • Effective communication
    • Advice and support
    • Clarification and negotiation
    • Conflict resolution
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments, Clarify proposals with relevant people and discuss alternative suggestions, Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • 1 Develop, maintain and encourage working relationships to promote good will and trust.2 Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency3 Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments4 Clarify proposals with relevant people and discuss alternative suggestions5 Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments, Clarify proposals with relevant people and discuss alternative suggestions, Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments, Clarify proposals with relevant people and discuss alternative suggestions, Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
    • Interpersonal Communication
    • Conflict Resolution
    • Professional Trust Building
    • Collaborative Teamwork
    • Client and Stakeholder Engagement
    • Ethical Conduct in the Workplace
    • Trust and Goodwill
    • Effective Communication
    • Conflict Resolution
    • Stakeholder Engagement
    • Develop, maintain and encourage working relationships to promote good will and trust., Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency., Offer advice and help to relevant people about work activities and encourage questions/requests for clarification and comments., Clarify proposals with relevant people and discuss alternative suggestions., Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.

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