{"id":8982,"date":"2014-02-28T13:03:56","date_gmt":"2014-02-28T12:03:56","guid":{"rendered":"https:\/\/schloemmer-partner.at\/conflict-coaching-mediation\/"},"modified":"2024-03-06T12:18:26","modified_gmt":"2024-03-06T11:18:26","slug":"conflict-coaching-mediation","status":"publish","type":"page","link":"https:\/\/schloemmer-partner.at\/en\/coaching\/conflict-coaching-mediation\/","title":{"rendered":"Conflict coaching\/mediation"},"content":{"rendered":"

What are the reasons for the differences and potential for conflict between the generations that we observe in companies? Is it just the difference in age or do the different conditions in which people grew up also play a role?
\nWhat do managers do to operate effectively and successfully in a multigenerational environment?
\nWhat skills and attitudes do managers need to develop in order to create a cross-generational culture of trust?<\/p>\n

As mediators and coaches, we are used to finding ourselves in the middle of internal company conflicts.<\/p>\n

We encounter the following situations most frequently:<\/p>\n

Individual:
\n<\/strong><\/p>\n

A single person recognizes a conflict with (another) person(s) and wants to deal with it alone.
\nWe recommend individual conflict coaching sessions, possibly using the system board and elements of constellation work.<\/p>\n

2 Parties to the conflict:<\/strong><\/p>\n

In this case, we work with methods of preliminary analysis, moderation and mediation. Possibly with constellation modules in individual group sessions. In order to strengthen tolerance towards the “other” in the future, we also work with our scientifically evaluated motive profile in individual cases.<\/p>\n

Conflict in the team:<\/strong><\/p>\n

In this case, we work with analysis tools to assess “team sickness” before a workshop. In the workshop, we work with the motif profile to increase tolerance and objectify the topics. We take on the leadership role for the duration of the workshop and relieve the manager for the duration of the workshop. As a preventative measure, we recommend team development<\/a> and supervision<\/a>.<\/p>\n

“How would you know that the conflict has been resolved?”<\/strong><\/p>\n

We always develop action agreements and implementation measures together, both with individuals and as a team. Because the truth is only ever revealed in practice – after the session or workshop.<\/p>\n<\/div><\/section><\/div>\n