What does it take to make your conflict or the conflict in your organisation fruitful rather than terrible?
Conflicts are part of life, and that's a good thing, because they can influence cooperation in both constructive and destructive ways.
For example, if you ...
- have a vague sense that something is amiss—something needs to be clarified here,
- see that relevant problems are being swept under the rug instead of being solved,
- experience that issues cannot be addressed without heated or perhaps even explosive discussions, resulting in unproductive repetition loops,
- notice that people are beating around the bush, thereby noticeably narrowing the scope for solutions and action,
- wonder whether you (or others) are causing the conflict or whether the conflict has you (or others) firmly in its grip,
- wonder what is going on in your team that is conflictual, heated, or icy silent, and whether there may be structural causes behind it,
then you will find tailor-made support from us in the form of ...
Mediation between individuals
i.e., a form of conflict resolution in which the parties involved cooperate to find a solution. They are supported in a structured and impartial manner by mediators, who ensure that all concerns are heard. This is possible in both professional and private contexts.
Conflict resolution can be supported alternatively or additionally with individuals in the context of coaching, sparring, or mentoring.
Structural conflict resolution in organisations
i.e., a working method that makes productive use of the systemic areas of tension around which organisations are inevitably built. For example, marketing and controlling have conflicting interests and goals. The aim is to make productive use of such areas of tension in the social system of the organisation and to sensibly contain their destructive potential.
Systematic conflict resolution can, if necessary, result in effective organisational development measures. We will clarify together at the beginning and repeatedly throughout our joint work on critical issues which form of conflict resolution is most effective for your context.
In our collaboration, you can expect
- a type of contact, relationship and resonance that is conducive to cooperation,
- impartiality: we give mindful space to all people involved and their needs and treat all concerns with respect,
- support of changes in perspective that build bridges for possible solutions or productive separations,
- being able to express what is relevant for clarification while support of de-escalation where necessary,
- utilizing conflict as a rich source of learning: individually and structurally in teams/organisations,
- providing impetus for creative change, especially in organisations,
- promoting solutions that are productively useful for organisations and support economic success, rather than stabilizing dysfunctional structures and processes,
- supporting self-regulation and conflict resolution skills, even in highly escalated, stressful situations and systems.