CONFLICTS

Conflicts are a sign of different perspectives. For this reason, conflicts are normal and desirable in a company. They show that there are people working together, who are different. The challenge is always, to manage conflicts in a positive way. Conflicts could be dangerous, whenever they build up and stop the ability for people to speak about it. Very quickly it will show then consequences economically - albeit not necessarily directly identified as route cause. .

Conflict-Moderation

Usually the resolution to a conflict begins when people talk with each other. As a part of the conflict management, I describe why the conflicts arose and how the steps may be added to a solution. My goal is always to achieve a common vision, if possible with all the participants.
Only when then people talk together, then it is possible to join into steps of resolution.
For this process, I provide the structure and guide through the conversation.

Conflict-Facilitation

I use methods for constructive settlement of a conflict that relies upon the voluntary participants and will go through a structured process.
I guide the process as an independent "all-party" facilitator.
The parties in the conflict try to get to a common agreement that matches their needs and interests once achieved the settlement is fixed in a contract (usually in writing). It is a robust scheme for further action, including the adoption of agreed deadlines and it describes how the involved persons will need to act in a future conflict-situation.