Conflict moderation and crisis management
Unresolved conflicts don’t resolve or disappear on their own. They increase costs.
Tensions are bound to arise whenever people work together. It’s normal. What’s not normal is when these tensions smolder for months, hindering decision-making and dividing teams until the damage far exceeds that of the original problem.
My role
As a neutral conflict mediator, I create a framework that brings all parties back to the table. I structure entrenched positions, read what’s being said between the lines, and guide you toward realistic solutions.
In doing so, I draw on my dual expertise. As an attorney, I understand the legal realities behind conflicts. As a mediator, I know conflicts are rarely resolved where they seem to have arisen from.
What I offer
- Facilitation of escalated conflicts at all organizational levels
- Crisis support in acute organizational situations
- Mediation between individuals, teams and organizational units
- Support during restructuring and succession conflicts
What’s in it for you
You regain your ability to act along with clarity about the issues and what’s truly at stake. This also lays the foundation for better, more successful collaboration.
How does an initial consultation work?
It’s very straightforward: We’ll have a 30–45-minute initial conversation during which I’ll listen to you explain the situation and assess how I can help. The consultation is non-binding and confidential.
Are you currently facing a difficult situation? Get in touch. It’s non-binding and confidential.
After the conflict, new questions typically arise: Why didn’t I recognize this sooner? How can I lead so that it doesn’t happen again? After successfully resolving a conflict, many of my clients continue with CEO sparring to answer these questions. Other options include executive coaching and training employees in conflict management.
FAQs about conflict moderation and crisis management
When internal discussions are no longer yielding results, when positions have hardened or when you, as a leader, are part of the conflict. In this situation, an external person can establish a neutral framework that those involved cannot create for themselves. The guiding principles of neutrality and impartiality establish a confidential foundation that opens up the right space for addressing relevant conflict issues and unspoken needs, making real progress in the process.
Mediation is a formally regulated process with clear phases and is often used when legal disputes are imminent. Conflict facilitation is more flexible. I adapt the format to your situation and provide conflict counseling. As a lawyer and mediator, I am skilled in both approaches.
The costs are far greater than most people realize and include declining productivity and performance, absenteeism and sick days, high employee turnover and missed decisions. Managers may spend 30–40% of their time addressing conflict, often without resolving it.
It depends on whether the conflict can still be resolved or whether it has already escalated into a legal matter. In many cases, mediation is the faster, more cost-effective and sustainable option, precisely because collaboration can continue afterwards. Even if collaboration does not continue, mediation facilitates amicable separation without lengthy court proceedings. As a lawyer, I can advise you on the best course of action.