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Conflicts are a key driver for individual and group (i.e. organisational) development – if they are resolved in a constructive way. However, conflicts are often experienced as uncomfortable or annoying. Early signs of discontent are frequently ignored or repressed. Discrepancies are often dealt with only indirectly (through avoiding/evading; pseudo-objectivising; covert aggression). Yet tensions within a group, or between team and leader not only have a negative impact on the work climate and results, they may also affect the health of the individuals involved. As conflict counselling requires neutrality and impartiality, all conflict parties will be integrated in the (solution-oriented) process from the earliest moment possible. 

After a detailed clarification of goals we will suggest suitable approaches and strategies, in discussion with you. Possible interventions might include interviews with all stakeholders, mediation, moderated discussions, or workshops. 

The primary goal of the intervention is to gain a deeper understanding of the function of conflict symptoms in the team, and restore dialogue between the parties. Ultimately this helps maintain performance and the team’s/individual’s ability to work, and protect the mental health of the persons involved.

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