Conflict Management

A workplace free from draining conflicts

A large part of well-being – for the individual as well as the organisation – comes from a daily working life free from energy-draining conflicts. When we can focus on our mission rather than internal tensions, creativity, drive and results are freed up.

Conflicts arise in all organisations. The conflict itself is not the problem – it is how it is managed. An unresolved conflict costs time, energy and ultimately both health and business. A well-managed conflict can, on the contrary, strengthen relationships and create clarity.

Above all, the goal is to give the individual tools to manage the difficult balancing act of fulfilling their leadership role while continuing to thrive long-term. SEJM

How we work

1. Mapping

The work always begins with a thorough mapping of the situation. Who are the parties involved? What is the background? How long has the conflict been going on and what has already been tried? Without an honest picture of the starting point, all measures are taken blindly.

2. Analysis

Based on the mapping, an analysis of the core of the conflict is carried out. Often there is more beneath the surface – underlying needs, misunderstandings in communication or structural factors within the organisation regularly play a role. The DISC behavioural profile can be used to increase understanding of how different personality types contribute to the dynamics.

3. Concrete resolution

Using the analysis as a basis, structured work is carried out with the parties involved. This can take place individually, in pairs or in a group depending on the situation. The goal is always concrete, agreed-upon changes – not just a temporary calm.

4. Documented action plan

The process concludes with clear, documented action proposals that give the organisation a tool to follow up and ensure that the change holds over time.

Communication as a tool

Many conflicts have their roots in poor communication – not in actual opposing interests. Through empathic communication (NVC), a language is created that makes it possible to express needs and feelings without escalating tensions.

Active listening is a central part of the method. The person who truly listens understands more, builds trust and has better conditions for finding lasting solutions.

Conversations without fear – structured dialogues
NVC – empathic communication
Mediation and facilitation
DISC for greater understanding of behaviours
Follow-up and long-term anchoring