"We define conflict as a property of a system in which there are incompatible goals, so that achieving one goal would preclude achieving the other. (Galtung, 1972, p. 235)
Conflict management is to be understood as all those approaches and concepts that are consciously and systematically used by the conflict parties themselves or by third parties in order to reduce, eliminate or overcome the disruption of the execution of action, the conflict in the narrower sense. (Berkel, K. (Column. 1090)
Conflict coaching is a special form of coaching. It is about supporting the coaches to reflect on their own perceptions and behavioral patterns and to develop a strategy to de-escalate the conflict. This method is particularly suitable for conflict situations where it is either not wanted or not possible for the parties to clarify the conflict together.
Mediation is a structured process in which the parties settle their conflict independently. The aim is to find a solution that is ideal for all parties involved. The mediator supports them by ensuring a positive negotiation climate, communication-friendly manners and a goal-oriented negotiation.
The strength of mediation lies in the fact that not only the external positions, but also the deeper interests and needs of the parties are dealt with in the mediation. The orientation towards the interests and needs broadens the scope of negotiation and thus results in an expansion of the possibilities for solutions.
Mediation according to the method of shuttle diplomacy
Within shuttle diplomacy, the parties to the conflict negotiate separately with the mediator. The mediator translates the statements of the mediants into a form that promotes communication without changing the content of the statement. This ensures a goal-oriented negotiation, since no destructive messages influence the negotiation climate. A further advantage of this method is that everyone feels understood by the mediator and the risk of offending someone's self-esteem is low. The focus is on changing different perceptions, attitudes and behaviors.
Consulting for mobbing
Is the support of people in difficult conflict or mobbing situations with the aim of finding new perspectives for action and alternatives for a good future.
Solution without blame
The theoretical roots of this approach lie in the ideas of George Robinson and Barbara Maines, in non-violent communication according to Marshall Rosenberg and in the solution-oriented short therapy developed in the mid-1970s by Steve de Shazer and Insoo Berg.
The method is used especially in conflicts where one person is facing a group.
During the implementation, the person affected by the conflict on the one hand and the group called support group on the other hand are worked on separately.
The goal of the method is to de-escalate the conflict and to stabilize the group. Furthermore, strategies and ways of dealing with the conflict will be developed, which are supposed to stop the escalation of further conflicts. Due to its sanction-free approach, the approach is particularly suitable for emotionally charged conflicts such as mobbing.
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