ILD Conflict Resolution

Every conflict is unique, yet each one follows certain “patterns.” The goal is to resolve disputes between parties in a constructive and productive manner.

ILD Conflict Resolution assists companies in professionally addressing existing—or deeply entrenched—conflicts between individuals, teams, or organizational units that are already hindering collaboration, decision-making, or even overall business success. Such situations entail significant costs at every level. For us, sustainable conflict resolution goes beyond merely clarifying an immediate crisis; our approach is embedded within a systematic development process.

We begin with the scientifically standardized and evidence-based Conflict Dynamics Profile® (CDP), which reveals individual conflict dynamics, behavioral patterns, and areas for development. Building on this, we guide the involved parties through “Conflict Resolution Coaching”—a targeted intervention for conflicts and crises, where specific issues are addressed professionally and viable solutions are developed.

A subsequent governance process ensures that these outcomes are sustainably integrated into daily work life. This secures agreements, allows for the reflection of progress, and stabilizes collaboration for the long term.
The crucial difference: the individuals involved do not merely resolve a specific conflict; they simultaneously develop their own personal conflict competence. This empowers them to identify future conflict situations early on, shape them constructively, and manage them with confidence.

Elements of Conflict Resolution (CDP Workplace Mediation)

Below are some general steps for effective conflict resolution (a selection):

• Clarifying the mandate/assignment
• An essential first step: acknowledging the existence of a conflict
• Identifying and understanding one’s own conflict profile
• Initial situational analysis and the creation of a protected space for resolution, including scheduling and determining the approach
• Defining the framework (roles, transparency, handling of emotions, openness to various outcomes) and the objectives (reaching an understanding supported by all parties), as well as establishing ground rules and ensuring they are followed
• “Speaking out” (open communication): encouraging all involved parties to express their views, concerns, and feelings openly and respectfully. Active listening is crucial during this phase.
• Uncovering the underlying issues or root causes of the conflict
• Exploring solutions: brainstorming potential solutions together, with a focus on the relational level, emotions, and common ground
• Evaluating solution options, including their pros and cons, as well as their short- and long-term implications
• Negotiating to reach a solution that is satisfactory to all parties
• Defining and testing specific steps toward a solution, agreeing on how to handle setbacks, and monitoring both the situation and the process