Cooperation instead of confrontation

The term ’Mediation’ comes from the Latin word “medius”, which means taking a middle course between two parties and behaving neutrally and impartially. The use of techniques of mediation therefore has its origin in antiquity and has been successfully applied for millennia.

Mediation is a method of settling conflicts, at which the affected parties try, with the help of a professional mediator to find a mutual agreement that pleases the affected parties. The mediator helps the parties involved to identify contentious issues and to find solutions. They support the parties to solve their conflict independently. The decision is, however, exclusively in the hands of the parties involved. At a mediation the mediants look deeper for the reasons behind their conflict and in doing so get to know their real interests and needs. This is the best basis for a lasting conflict resolution.

A mediation therefore represents a desirable alternative to legal proceedings. At the end of a mediation a contractual agreement is drawn up which obliges the parties involved to follow the solutions worked out in the mediation. The agreement can also be certified by a notary and is thus immediately legally binding.

Mediative Coaching

At a mediative coaching elements of mediation are included in the coaching to strengthen particularly the conflict competence of the client and to develop a mediating style of management.

A mediative individual coaching can also be used as a preparation for a client facing a mediation. Such a coaching should examine to what extent one has contributed to the emergence of a block or a conflict and which feelings are at the root of it. The coaching prepares the client for the techniques used in the mediation to come. On the basis of this knowledge and a changed self perception one is better able to concentrate on the goal of the mediation and to perform the required steps. This helps to find individually lasting solutions which are tailored to the client’s own requirements.