Pre-mediation
The term was coined by one of our clients when he asked one of our mediators whether he was also a master of pre-mediation. What was meant was mediation to avoid impending conflicts.
The initial situation and the need for demand was seen in the fact that two very unequal managers felt tensions that they classified as very conflict-prone. Because, according to epistemology, every form of contradiction (including tensions) represents a background to conflict that is suitable for seeking solutions, our mediator got involved.
The success came during the first conflict in the company, where the two managers knew exactly how to deal with each other and the problem. They did not allow themselves to be played off against each other and therefore managed to avoid later conflicts.
Experience has shown that mediation is also an excellent way of avoiding conflict.
We analyze the conflict potential of your team or department and then develop proposals for conflict prevention.
useful for faults and voltages in the following cases:
- Dealing with each other
- Distribution of work and clarification of roles
- Processes and interfaces
- Mutual learning fields and knowledge transfer
Conflict moderation
For conflicts that have escalated to a low level, we offer conflict moderation to support the parties involved in finding their own solutions.
In short workshops, the employees concerned analyze the causes of the conflict and work out new ways of working together.
Simply contact us for further questions using the contact form or contact Mr. Dietmar Rust directly at: rust@schloemmer-partner.at
“Promoting the personal development of managers and high-potential employees is a core element of the Frauenthal Group’s strategic HR activities. Schloemmer und Partner offers efficient instruments for this purpose, which are used effectively in conjunction with profound practical experience. In the Frauenthal Group, the use of the “Reiss Profile” is a good example of this: thanks to the excellent support provided by Schloemmer und Partner, this instrument makes a valuable contribution to differentiated self-reflection.”
“For years, a department with over 20 employees was managed in a patriarchal manner. The manager is retiring this year. Ms. Schloemmer has therefore spent several years preparing and supporting employees for and during the change process. After creating a Reiss Motivation Profile© for each new manager, we also introduced an intermediate level around the new management and provided each with their own managers. A great deal of empathy and sustainability was required to motivate the employees for the new tasks, filled with new-found and freshly recharged self-confidence. Grosso Modo can reduce the number of employees through natural departures.
We are looking to the future with confidence, and not just for this department!
GrECo, matter of trust.”
