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