When the hut is on fire, it must be extinguished. And immediately.

Nobody wants this situation, but it happens again and again: A conflict escalates to such an extent that those involved cannot find a constructive solution without external help. ILD can help! In the case of conflict and crisis intervention (conflict resolution), those involved are coached together in an intensive process to find the best possible conflict resolution. This is done by an internationally trained and experienced Master Coach of the well known conflict resolution method of the Conflict Dynamics Profile (CDP).

  • Professional conflict resolution and proactive mitigation.
  • Individual formats: We clarify all details in a joint initial meeting.

Conflict Resolution

Every conflict is different. Nevertheless, every conflict follows certain “laws”. In the case of deadlocked and increasingly escalating conflicts involving several people and/or teams, our coaching – based on the Conflict Dynamics Profile® method – tackles conflict management together with all those involved. The aim is to resolve disputes between parties in a constructive and productive way.

Our Conflict Resolution is embedded in a preceding profiling, the subsequent “situational coaching” (situation-related conflict and crisis intervention) and a subsequent governance process. Only in this way can the participants develop their conflict competences in parallel to the coached and targeted conflict resolution in order to be able to deal with conflicts more constructively in the future.

Possible elements of conflict resolution

Here are some general steps for effective conflict resolution:

  • Mission clarification
  • An important first step – recognising the existence of a conflict
  • Knowing and understanding your own conflict profile
  • Initial situation analysis and design of protected solution spaces, times and procedures
  • Clarification of the setting (roles, transparency and emotionality, openness to results), the objective (understanding that is supported by all) and agreement on the rules of the game, compliance with which is monitored.
  • Speak out – open communication: Encourage all parties involved to express their views, concerns and feelings openly and respectfully. Active listening is crucial in this phase.
  • Uncover underlying problems or causes of the conflict
  • Explore solutions: Brainstorm possible solutions together, focusing on the relationship level, emotions and connecting factors
  • Evaluate solution options and their advantages and disadvantages or short and long-term effects
  • Negotiate in order to reach a solution that satisfies everyone.
  • Define and try out solution steps, agree on how to deal with setbacks, monitor the situation and process

  • “I would not have even begun to believe that it is possible to return to a normal state of cooperation within a few days with a lot of courage, clarity and consistency. ILD highly efficiently and effectively diagnosed the conflict, initialized self-reflection and solutions, coached and actively accompanied in the implementation. An unconditional recommendation.”

    CEO | International Transportation Company

  • “The most impressive thing about the 4Cs method is the justified conflict focus and the combination of scientific standardization with high practical relevance, which enables a fast and effective behavioral change. ILD has been highly professional in guiding us in this. Thank you.”

    Walter Schaff | Director HR Europe, Daimler Financial Services

Curi­ous now?

If you would like to learn more about our offer or have a spe­cif­ic in­quiry, please send us a mes­sage.

Your direct contact:

Frank Strathus