"When a person asks me why I do what I do, and why I am passionate about it, I simply smile. Supporting people and/or businesses is very fulfilling. The people in a business are what make or break it. Businesses can make or break a person. I like systems, structure and meeting new people and understanding how I can help make life better for others. Life is hard; being the beacon of light during difficult times is quite a responsibility, but one I welcome with open arms. There is no better feeling then when I see ‘the penny has dropped’, whether that is in my therapy room or when I am inspiring others at seminars or training events; I find something very satisfying in my work."

Catherine Parker CertED

Catherine Parker is the Managing Director and Founder of Catherine Parker Solutions Ltd. Catherine supports businesses by introducing policies and procedures into their organisation and developing internal training departments. She offers bespoke training services aimed at helping the business run more effectively and ultimately improving the bottom line.

With a background in business and supporting organisations with compliance to achieve accreditations from bodies such as Skills for Care and ISO, Catherine Parker’s policies, procedures and risk assessments have helped businesses win contracts within the public sector. Catherine Parker has a passion for ethical working practices which support others to do and live well.

Catherine Parker also runs a clinical practice for counselling and psychotherapy. Combining over 15 years of training solutions and 6 years of counselling and psychotherapy, Catherine Parker can offer unique solutions to manage conflict within the workplace and build motivated teams of people to carry your business forward.

As a businesswoman who once worked her way up the ranks Catherine is only too familiar how productivity is affected by conflict and the impact conflict can have on an individual inside and outside of the workplace. Catherine aims to prevent, and/or support others to manage, conflict, whether the conflict is due to fast growth and change or bullying, and thus prevent the expense of lost working hours and HR costs.