Transformative Conflict Management

What role can I play for you?

As a mediator in workplace relations and social affairs, I resolutely opt for solution-oriented mediation. I let the different parties come together in a voluntary way and guide them towards a jointly supported solution.

As an independent and "multi-partial" mediator, I am there for every party involved. This is in contrast to, among others, a lawyer who in principle only acts for one party and who preferably positions the parties in opposing corners. I mainly improve communication, facilitate the conversation and create a safe framework that I also monitor. At the start of the mediation, certain "rules of the game" are therefore laid down. Subsequently, during the mediation discussions, all parties are allowed to explain their point of view one at a time and from these positions I distill the interests of each party. Each with their interests, the parties then look for different options to resolve the conflict together. As a mediator I will expertly guide the parties towards a tailor-made solution for their dispute. As far as conflict resolution is concerned, this process is broader and more creative than a strict legal procedure. We often see the situation being put in a new light just by sitting around the table with a third party. This new perspective can transform the conflict and generate positive energy.

As mentioned earlier, I am an advocate of the solution-oriented approach. In addition, I see that self-awareness and insight into group dynamics also have a very positive effect on the perception of the problem. Ultimately, a conflict situation is an excellent opportunity for growth, for the individual, the employees involved and the entire organization. Successful mediation often simply improves relationships between people. Both during and after the process, the focus is on connection and achieving a win-win for all parties. Moreover, the solution comes from the disputants themselves, which gives an increased motivation to work towards the set goals. The parties therefore choose to resolve their conflict themselves through participation. No decisions are forced or taken by the mediator or a judge; everything comes from the parties themselves.

If necessary, I will put the jointly agreed agreement on paper and the parties involved will sign this document. Because I am an accredited mediator, the court can also approve this document, which gives it executive power. This is useful should one of the parties later violate the agreement. However, there is less risk of the latter scenario occurring when the agreement is obtained through mediation and the solution is supported jointly. It is also the task of the mediator to test the long-term feasibility of the agreement. This minimizes the risk of future non-compliance.

This discreet and hands-on approach offers many advantages: it is fast, efficient, sustainable and cost effective. The conflict with all its negative connotations and consequences is transformed into a moment of development and growth, and thus a win-win situation for the parties involved. In the case of an organization, heavy burdens - read costs - are converted into growth and revenue. More about this in the block “Conflicts in organizations cost time and money”.

I am also happy to assist you with practical guidelines for setting up and implementing transformative conflict policies and management systems together. This as an accredited mediator and based on my basic training and experiences as a serial entrepreneur and consultant in various sectors. The purpose of these systems is to not let conflicts turn into a cost, but rather to systematically transform them into opportunities for growth and development, thus converting them into returns for the organization in every sense of the word. More about this in the block “Transformative Conflict Management”.

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