Consulting · Team, Leadership & Motivation
Conflict mediation: resolving conflicts once and for all
Once conflicts have escalated beyond a normal level, resolving them on one's own is often exhausting and quickly overwhelms managers and those involved.
What we offer
Conflict mediation: resolving conflicts for good
Read more →All our articles on the subject of "conflict"
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Read more →Conflict escalation: how conflicts grow stage by stage
Read more →Resistance, conflict and crisis
Read more →Taking the emotion out of conflict: a tempting but false solution
Read more →Resolving team conflicts effectively
Read more →Free initial consultation
Read more →Conflicts between managers, team members or departments cost energy
Once conflicts have escalated beyond a normal level, resolving them on one's own is often exhausting and quickly overwhelms managers and those involved.
As a rule, a symmetrical escalation can be observed on both sides within a short period of time, which makes finding a sustainable conflict resolution more difficult:
- very quickly, the parties to the conflict only have a selective perception. They only perceive that which confirms their prejudices against the other side and ignore everything else. As a result, each side feels legitimised in its actions - a spiral of escalation is set in motion.
- Both sides are spending a lot of energy on the conflict, and that energy is now tied up here and missing elsewhere
- the events no longer take place on a logical level, and are removed from rational control.
Conflict moderation is a focused and effective approach to address and resolve conflicts within teams. However, one person on their own cannot permanently change the climate in a group for the better. This requires a fundamental willingness on the part of the other conflict parties to face up to the conflict and work through it.
The following basic conditions must be met for conflicts to be effectively addressed:
- There needs to be a shared awareness of the fact that conflicts exist.
- There needs to be a fundamental willingness on all sides to work through the existing conflicts.
- The parties involved must have a genuine interest in resolving the conflicts.
Solve Conflicts Permanently: With Conflict Moderation
Our proven method for resolving conflicts in teams and companies promotes the willingness to face the conflict. Neither party is exposed in the process. In our workshops on resolving conflicts in teams
- the root causes of the conflict are worked out and made explicit
- you sort out the positions, the interests and the needs of everyone involved, so that
- you learn to understand the deeper motives of the party on the other side
- narrowed views of the other parties are opened up and perspectives become more flexible again
- participants come to understand their own part in the conflict – and how they can avoid it in future
- participants learn to talk to one another constructively again
- you widen your range of options for action (as a team member or manager)
- the parties together develop approaches that will hold up over the long term
Conflict resolutions for any case
In our conflict resolution workshops we work out durable solutions for conflicts between
This Is How We Proceed in Conflict Moderation
Highlighting the issues
Focus on the points of contention
Recognise and work out the interests behind the points of view and the relevant demands
Joint search for potential solutions
Viewing and evaluating the potential solutions
Building bridges over emotional obstacles
Reaching an agreement
Support and follow up on implementation
Proven Methods from Our Conflict Resolution Workshops (Selection)
01
Mediation
Mediation is a structured process that typically proceeds in five phases:
- Opening/clarification of the procedure
- Collection of topics and perspectives on the conflict
- Make backgrounds visible: What is the actual conflict behind the conflict? What are the interests and needs of the conflict parties?
- Developing potential solutions
- Settlement and final agreement - recorded in writing for the sake of clarity.
Similar to mediation, additionally, individual conversations with conflict parties can be conducted beforehand and also supplementarily between individual sessions ("shuttle diplomacy").
02
Harvard Method
A method that has been able to resolve deadlocked conflicts even in international politics. The basic principles of the Harvard method are:
- 01
Separate thing from person
- 02
Focus on interests - set aside points of view
- 03
Search for options ("Find the common ground")
- 04
Define criteria for decision-making
- 05
Keep BATNA in mind ("Best Alternative To Non-Agreement")
03
Conflict mapping
Visualisation helps: Conflict topics and conflict parties are graphically related to each other. The "view from above" on the conflict situation releases insights and enables a fresh look at possible solution options.
This format has proven very effective in other situations:
- The conflict parties first work separately and write down their own position: where does it hurt, what are our/my"pain points"?
- Conflict parties meet in one room. Each party presents its own position - the other conflict party initially only listens.
- The moderation creates an inventory of the factual issues to be resolved.
- Solutions to the factual issues are then worked out together.
For team conflicts, we offer special workshops: "Resolving Conflicts in Teams / Team Conflicts". With us, you also get a free initial consultation with first assessments and solution approaches.
Not convinced yet? Put us to the test in a free initial consultation:
Constructive clarifications
We know and avoid the "stumbling blocks" in the development of viable solutions
Sustainable solutions
We ensure the delivery of long-term solutions. Anything else would be a waste of time.
Strengthening the organisation
Your company/your organisation learns to deal with conflicts competently on a long-term basis
Security
Proven approach to conflict resolution
We are a team of experienced conflict moderators and change managers. We offer our conflict resolution workshops nationwide.
Our customers value us for the following:
the systemic approach
Conflicts usually have several causes at once. Looking at individual factors on their own rarely goes far enough to bring about lasting change
the “art of the good question”
Questions suited to the situation, some of them thought “outside the box”, which open up new perspectives and move the group's understanding forward.
The ability to reflect back what is happening in the group
Resistance, structures, hidden connections…
A feel for things
For what can be read between the lines and has not (yet) been said out loud
varied methods
A varied programme that fits the moment wakes up tired minds and lifts the energy of the whole group – which counts for a great deal in situations marked by conflict
consistent visualisation
So that everyone knows the state of play at any time
well-judged leadership
Sometimes it simply takes the "right questions at the right moment" to bring new insight to the surface
Impartiality
We stay neutral throughout and adopt no one's position. What we do instead is both challenge and support the parties as they resolve their problem
What we offer for resolving conflicts
Are you looking for support in resolving conflicts in your company or your organisation? We create solutions that last and that hold.
Book a free initial consultation.
We have more than 21 years of experience in conflict management, and we would be glad to advise you!
FAQ
Frequently asked questions
What is a conflict resolution workshop?
Who is the Conflict Resolution Workshop suitable for?
What topics are covered?
How long does the workshop take?
Which Methods Are Used?
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What are the benefits of a conflict resolution workshop?
Further reading
Mediation / Konfliktmoderation: Kundige Hilfe bei der Konfliktbewältigung
Wann Mediation hilft, wann nur noch ein Autoritätseingriff bleibt — und warum nicht die Einigung zählt, sondern ihre Umsetzung. Konfliktklärung ohne Weichspüler.
Read the article →Pattsituation: Wie Sie eine blockierte Geschäftsleitung wieder handlungsfähig machen
Eine Pattsituation an der Spitze legt Unternehmen lahm. Wie es dazu kommt – und wie Sie Auswege finden.
Read the article →Gute Teamkultur entwickeln: Wie Sie Ihre Teamzusammenarbeit verbessern
Teamkultur und Zusammenarbeit im Team dauerhaft verbessern: Hier wirksame Schritte zur Umsetzung, die dauerhaft und nachhaltig wirken.
Read the article →What our clients say
Clients on working with us
You prepared our workshop thoroughly and precisely. Both the method and the facilitation fitted our objectives very well. We were able to carry on working very successfully with the results. Many thanks.
I thoroughly enjoyed working with you, personally and professionally, and it was a great pleasure to run this workshop with you.
A big thank you for facilitating the workshop. We came out of the day as a team, with a good sense of togetherness and a clearer picture of the way ahead. The workshop was well worth it.
The feedback on your facilitation in particular was very positive. Several people with a lot of workshop experience told me they had come with fairly low expectations and left extremely pleasantly surprised.
Everyone was very happy with your facilitation. The agreements we reached together are working wonders. The team workshop did us a great deal of good.
I always love working with professionals — many thanks for facilitating so purposefully.
Many thanks again for the excellent collaboration, the organisation and the very good workshop results.
Your attentive, well-grounded facilitation and the inspiration you brought helped us a great deal. The team was delighted too.
We are more than happy with the result. Thank you again for your very good work. We would like to work with you again.
A very helpful, well-run workshop. The results served us well through the restructuring phase too.
It was striking how much came out of our workshop. That was outstanding.
I am very happy with the consulting. The workshop moved us a long way forward. Thank you.
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