What does it need to transform a terrible conflict to a fruitful challenge?
Conflicts are useful because they can play not only a destructive but also a constructive part for cooperation.
For example, if you ...
- are having a sense that something is amiss, that something needs to be clarified,
- are observing that relevant problems are being swept under the rug instead of being solved,
- are experiencing overheated discussions when something gets adressed, and this results in unproductive loops,
- are noticing that people are beating around, and this limits the space for solutions,
- are wondering whether you (or others) are causing the conflict or you are trapped by the conflict,
- are wondering what is going on in your team which feels tense, heated or frozen, and whether there may be structural reasons behind it,
then you will find our tailored support like ...
Mediation between individuals
i.e., a form of conflict resolution in which the parties involved will cooperate to find a solution. They will be supported in a structured and impartial manner by mediators, who'll ensure that all concerns will be considered. This is possible for professional and private contexts.
Conflict resolution can be complemented with individual coaching, sparring, or mentoring.
Structural conflict resolution in organisations
i.e., a working method that utilises systemic tensions. For example, Sales and Controlling have conflicting interests and goals. Our aim is to productively use such areas of tension within the organisational communication and to contain their destructive potential.
Systematic conflict resolution can, if necessary, lead to effective organisational development. Together we will clarify at the beginning and at key points along the way which form of conflict resolution works best for your context.
If you'll request our collaboration, you can expect ...
- meaningful exchange, relationship, and resonance that are conductive for cooperation,
- impartiality: We'll pay close attention to all parties involved and their needs, and treat all concerns with respect,
- fostering shifts in perspectives that can build bridges for possible solutions or productive partings,
- the opportunity to express whatever seems relevant for clarification and, if necessary, receive our support for deescalation,
- that conflicts will be used as a rich source of growth: individually and structurally in teams/organisations,
- that impulses for creative change will be provided, especially in organisations,
- that solutions will be promoted which genuinely serve organisations and will support economic success – rather than stabilising dysfunctional structures and processes,
- support for self-regulation and conflict resolution skills, even in severely escalated or high-stress situations and systems.