Organizations, companies and teams

Mismatches and clashes in work teams, companies, organizations or creative projects can quickly have serious consequences – for the way people work together, for the well-being of those involved, and ultimately for the organization’s external relationships, for example with customers. Ultimately, they can threaten the organization’s very existence.

Those affected and often also higher-level or staff positions such as HR are right in the middle of it. The personalities, interests and handling of the issues are diverse. A professional outside perspective and guidance can be crucial. New questions can be asked and new perspectives on the conflicts and the development of the organization can be explored.

A neutral space with defined rules offers a sense of safety for those involved and provides room to ask what is needed to enable people to work together calmly again. The process must be perceived as fair by all. The organization’s culture must be taken into account. Perhaps all that is needed is a structured moderation of discussions, or mediation is the right approach. Perhaps there are still other options for addressing the conflict.

I am usually ready to take action at short notice. The level of suffering is often already high at the time of contact. In many cases, there is worry that the decision to seek external help will further complicate the situation. In my experience, the opposite is true. The prospect of a neutral, clear approach has a calming effect. The ability to discuss and express things in a safe setting is liberating. The way is paved for constructive solutions.

• Resolving difficulties in working together
• Addressing conflicts
• Improve the workplace atmosphere and employee satisfaction
• Enabling further development of the organization
• Establishing a constructive work culture, installing new team routines
• Prevention of future conflicts

1. Non-binding initial telephone call
2. Defining the client’s expectations
3. Kick-off: justification and presentation of the procedure to the people involved, answer questions
4. Assessment with the participants
5. Individual and/or plenary sessions, team discussion of events
6. Feedback to the client
7. Developing a constructive dialog and feedback culture