Conflict management
Conflict management
The apparent impossibility of achieving constructive debate with respect to conflicts and problems can lead to splits within teams, departments, large organisational units and projects. Subliminal and nowadays commonly open boycotts on the parts of individuals or groups interrupt the seamless procedures of daily business and cost effort, time and money. In addition, a bad atmosphere in the workplace leads to losses in motivation and energy and ultimately results in a vicious circle.
In order to restore workability, oezpa will help you to handle the process of dealing with conflict, familiarise you with action patterns and restore team ability and workability in systematic steps.
Typical questions in conflict solving:
- How can we resolve existing conflicts and core conflicts?
- How can we systematically restore workability in the organisation?
- How can we as an organisation improve the internal handling of conflicts?
- What organisational coherences are connected with conflicts?
- How can we develop and promote common ground?
Mediation
Is there conflict between two or more partners within your organisation, with a department or a team, between departments, generations or objectives?
In this case, mediation is an effective and targeted structured process which is both solution and future-orientated.
Mediation is Latin for "intervention". And this is exactly the point of mediation - mediation is based on the participation of those involved being autonomous and of their own freewill.
The aim of mediation is to reach self-determined, amicable and real agreements, reflecting the needs and interests of the parties involved.
Amicable conflict regulation results in mental clarity, the nerves of those parties involved being spared, frictional losses being limited and energies being concentrated on those tasks and challenges really demanding it.
The coach is equally understanding of all parties (neutrality) and acts as a neutral third party between the various conflicting factions. He or she is responsible for the structured format of the process and amicable conflict regulation.