Mediation is not a panacea. Promising you that you can solve everything is unprofessional and sometimes just not possible. However, with a minimum of goodwill on the part of the people involved, the necessary framework and our mediation skills, mediation processes bring countless advantages to conflicting parties.

The benefits of mediation on an emotional level:

you act self-determine, ie they determine the beginning and end, content and outcome of the mediation. You can go to your conflict topic Backgrounds, needs, interests, goals and desires as well as emotions in the presence of an impartial mediator. The mediator ensures that every party the points of view sufficient and Equal rights can represent. In the case of insinuations and verbal attacks, the trained experts support and constructive By constructive conversations established patterns are broken. Business and personal Relations can restored be stabilized. Damage to reputation, image or face is prevented.

The experienced mediator gives the Structure and the necessary framework, meets with you agreement, puts Regulate in dealing with each other, so that your topics can be collected and processed. Of the Mediator is an outsider who approaches the situation unbiasedly and unencumbered, he is impartial and is subject to confidentiality The mediator is trained in dealing with strong and distressing emotions. By asking questions, he makes sure that the other side has understood everything correctly, summarizes what has been said and gives the answer necessary space for all parties. The mediator supports you in this to work out solutions. After the mediation has been carried out positively, the mediator holds the agreement in writing and checked the Implementation of the agreed.

With our mediation approach, we are always focused on getting to the point, i.e. quickly bringing the core issue and causes of a conflict to light. We focus strongly on the values, drivers, emotions, interests and needs of the people involved. Our goal in mediation is to enable change through appropriate interventions that free up energy for productive processes.

Mediation Frankfurt – Mediation refers to conflict resolution between two or more parties with reference to neutral third parties. The mediator supports the parties involved in finding an amicable, out-of-court solution to the conflict if possible. In contrast to court proceedings, arbitration or a court settlement, the participants in mediation determine and shape the results themselves. Furthermore, a mediation process offers the opportunity to reflect on one's own conflict behavior and to actively shape the relationship with the other participants.

The basic attitude, methods and techniques of mediation are practical aids to discussion, negotiation and reflection for the people involved. Mediation should lead to the pacification of the parties, which goes beyond the mere satisfaction of interests. Mediation can be used in many ways. It can help when those affected resolve a conflict, when negotiations stagnate or understanding and communication are blocked. Mediation is often a sensible cost-saving, energy-saving and time-saving option for dealing with conflicts. Imagine how long a court case can take. Many conflicts can usually be resolved in advance on the relationship level. From our point of view, it is worth trying in 80% of cases. This requires professional guidance that forms the appropriate framework.

Mediation can be used for all conflict situations in which the parties involved seek an amicable solution, accompanied by an independent professional third party, the mediator. Mediation is particularly suitable in all cases in which the relationship between the parties should continue and it is therefore of the utmost importance that the parties find a mutually acceptable solution. Last but not least, mediation in cross-border matters with different legal situations enables the parties to quickly negotiate good solutions. Are you fed up with arguments, want to solve conflicts constructively, find a harmonious working atmosphere and work productively? Then mediation or conflict coaching are professional and worthwhile options. It is important that everyone involved is really ready for a professional attempt to clarify the situation. You are welcome to find out more about the details in a preliminary discussion.

The result of the mediation is open and future-oriented. It is neither aimed at coming to terms with the past, nor does it have anything to do with assigning blame. On the contrary, mediation seeks current solutions in the here and now and for the future. Mediation is voluntary. A prerequisite for successful mediation is a basic motivation to act as a participant and to take responsibility for solving a situation. The pressure of a conflict on those involved can limit their freedom to decide whether or not to engage in mediation with a third party. For this reason, certain resistances are usually overcome at the beginning.

All participants always have the freedom to cancel or interrupt the collaboration. Mediation needs the right information. Constructive conflict management is possible as soon as the information required as a basis for the decisions to be made is available to those involved. In addition to material facts, this also includes legal claims, rights and obligations. At the same time, being informed means knowing your own interests, needs and desires. Mediation needs openness. An equal level of knowledge regarding the situation leads to an equal positioning among those involved. This is a good basis for any kind of mediation. Therefore, the parties undertake to make the information relevant to the negotiations and decisions accessible to all those involved in the mediation.

Are you interested in the methodological opening of mediation? We see mediation as methodical action, in that the process follows the respective situation and elements of mediation are used as a way of thinking and attitude in different professional or private situations:

The integrated mediation adapts to the respective conditions. It is a form of mediation that combines the methodology of mediation with other procedures and processes. The mediator of integrated mediation is not recognized by the fact that he offers mediation as an institutionalized procedure for a fee, but above all by his methodical actions, his way of thinking and his attitude. For us, mediation is more than just a conflict resolution process.

In addition to numbers, data and facts, this includes expressing needs, interests and feelings as openly as possible. Mediation is confidential. Confidentiality is the most important principles. All parties involved have a right to be able to rely on the fact that disclosed information remains within the mediation setting and is not made accessible to third parties. These and other principles and rules are agreed in advance in the mediation contract. Mediation is based on personal responsibility. In mediation, the content of the conversation is determined by the people involved in the conflict. Each participant is responsible for finding the solution. Only those involved make decisions themselves. This requires the ability and willingness to stand up for oneself and represent one's interests autonomously.

In our experience, professional mediation enables future-oriented clarification of the underlying conflict in 87 percent of cases. It lasts an average of three to five sessions and is successfully completed within three months in most cases. After the task has been clarified, as well as organizational preparations and the mediation agreement, a mediation proceeds according to these five phases: gathering of information and topics, clarification of the needs and interests of all parties involved, open and creative search for solution options, evaluation and selection of the options, negotiation, draft of a Agreement, feasibility check, signing, The actual process and duration of mediation are nevertheless always individual and depend to a large extent on the complexity of the respective case and the willingness of the people involved to negotiate.

Mediation is a negotiation method that brings the disputing parties to the table. Neutral, competent people who are not involved in the conflict help the parties to the dispute to independently reach an agreement that is individual to them. This should be beneficial for everyone involved. Mediation is a type of conflict management in which the opponents of the conflict become interlocutors. Voluntary participation is required for this. Mediation is particularly suitable in all cases in which the relationship between the parties should continue and it is therefore of particular importance that the parties find a mutually acceptable solution. Last but not least, mediation in cross-border matters with different legal situations enables the parties to negotiate relatively quickly solutions that offer added value for all parties.

Mediation makes sense when all parties involved in a conflict situation are willing to consult a neutral mediator to help solve the problem. It can be used in a wide variety of areas:

In the private sphere with issues such as disputes with neighbors, relationship conflicts in the partnership and marriage, inheritance conflicts, family conflicts, divorce situations. Relevant points are:

Confidentiality: The parties involved and the mediator undertake not to disclose the content of the discussions.

Openness: Important information should be disclosed.

self-determination: The mediator has no decision-making authority in the matter at hand.

Avoid injuries: Interruptions, verbal abuse, etc. are a hindrance to the process.

Mediator neutrality: The mediator must have no interests of his own in the case and must not favor any party. He undertakes not to testify in any legal proceedings and not to represent any of the parties involved as a lawyer.

voluntary: The negotiations can be broken off at any time if one party (including the mediator) no longer sees any point in continuing.

In the professional environment on topics such as inter-company conflicts, internal conflicts, company succession, various contract negotiations, areas of conflict between employer and employee, within the Teams, restructuring, reorientation, changes in the workplace situation, health-related adjustments to everyday work

Mediation is neutral and uses a sophisticated system to gradually lead the parties to the common goal. However, not every exchange can be successful. In such a case, no solution can also be a solution. Whether the conflict is then carried out at a higher level or is postponed in time depends on the respective situation. An important aspect of preparing for the mediation itself is a one-to-one discussion between the mediator and everyone involved. This ensures that everyone can be heard in advance as impartially as possible. Compared to the often lengthy court proceedings, there are the following advantages: The solution is not made by a judge, but is tailored by the parties involved with the support of the mediators, a functioning and future-oriented result is achieved quickly and inexpensively.

Because of our interdisciplinary Teams made up of experts, your coaching institute not only offers mediation, but also professional advice. While in mediation two or more parties to a dispute sit down at a common table, counseling is more about clarification or reflection in a crisis situation. In our experience, this is a very productive combination. Professional advice can be sought alone or together.

Stone Age hunters and gatherers lived here more than 200.000 years ago, as archaeological finds show. The first settlements arose a good 7.000 years ago, as more and more people from south-east Europe settled here. Most of them were farmers and farmers. In the time that followed, today's Frankfurt was repeatedly traversed and conquered by various cultures, until around 1140 AD the term "city" for Frankfurt was used publicly for the first time.

The term mediation dates back to ancient times. So-called Mediators tried to restore legal peace among people in conflicts. The term mediation has both a Greek and a Latin origin and means something like mediating, neutral or facing no party. Similar to a referee, the mediator intervenes when boundaries are crossed. Accordingly, he not only ensures that conflicts are resolved jointly, but also that appropriate, profitable communication and conversations are conducted. A mediator represents the optimal framework that offers an optimal setting for the individual solution!

The aim of mediation is to enable those involved in the conflict to negotiate cooperatively and to develop creative solutions on their own responsibility, which are not based on positions but on underlying interests. The goal is a forward-looking solution that benefits everyone involved. Mediations are important because they provide models of how conflicts can be exchanged peacefully and in a cultivated manner in order to be able to come to an independent understanding in future everyday life in the event of unavoidable conflicts. For this reason, mediation often brings more than a judicial decision.

Mediation can be voluntary or ordered by a court. The fields of application are broad and include family mediation, mediation in criminal offenses committed by young people and business mediation.

The mediation is conducted by specially trained people. Mediators promote understanding between the parties and thus support them in their independent search for solutions. They are independent of interests and equally committed to both parties. They supported the parties involved in resolving their conflict fairly and amicably through negotiation. The mediator acts as a mediator without decision-making power.

Mediation is a structured and professional process for the amicable resolution and processing of conflicts. The mediation process is voluntary and the content of the discussions is confidential. The mediator is impartial. Mediation is not about the question of guilt, but about the search for optimal solutions for all parties involved.

Your mediator analyzes the cause of the conflict in detail. The willingness to find a mediative solution is also checked in consultation with the other parties. Together we will determine the appropriate procedure. The conflict is processed by telephone or video call as part of remote mediation. Depending on the situation, an on-site meeting with all the people involved is recommended. Various solutions are outlined and discussed. With the help of a structured process, we work out possible solutions together. The preferred solution is recorded in a party agreement. Transparent and honest communication. Serious interest in finding a solution together. Perception of personal responsibility and active participation in the process

Conflict management involves a variety of strategies Conflict resolution in companies. This may involve the development of Conflict resolution strategies for leaders act where coaching or advice can help, or one conflict resolution in Team, where one Mediation or Teamdevelopment improves the working atmosphere and makes good cooperation possible.

We at Trialogis have the systemic conflict management committed, that is, we look at conflicts holistically. We pay attention not only to the people who are obviously involved in a conflict, but also to the environment, processes and organizational structures that can contribute to the conflict as well as to its resolution.

After analyzing the influencing factors mentioned above, we work with our customers to develop a tailor-made approach to improving the acute situation. For example, Teamdevelopment, coaching, mediation, moderation or special training can be helpful. The consequences of conflicts are often nerve-wracking discussions, inefficiency at work, higher costs or loss of time. First of all, we give the conflict a different meaning: for us it is a useful signal that something is not going well. Mediation is not about eliminating the conflict but about understanding and accepting differences. This creates new perspectives and ideas for solutions.

Even if conflicts are already pending in court, Mediation nor lead to an out-of-court settlement.

At the end there are tangible results that eliminate or reduce the undesirable side effects. Your relationships with customers, suppliers and cooperation partners will benefit from this. Now it's time to look for solutions that work for everyone. The proposed solutions are evaluated and checked for feasibility before the mediation is concluded with an agreement that is accepted by all.

Conflicts in the company cost time and energy and distract from the actual work. Processes falter and quick solutions through informal cooperation become difficult. Mediation can help to return to efficient cooperation and retain valuable employees.

Mediation often begins with one-on-one meetings with the client and those involved. We then develop a needs-based concept that we coordinate with our clients. We structure the further process by defining a goal that is accepted by everyone and by collecting the topics to be discussed. Each topic is now examined from different angles, and the associated interests and needs are determined. This sometimes results in aha moments and gradually a new, more profound understanding of each other develops.

The feeling is spreading that the cooperation is no longer running smoothly. Recurring discussions on the same topics are tiring, there are conflicts with the works council, between departments, the structure no longer suits the size of the company (e.g. due to rapid growth), there are problems at the interfaces between departments. Or you have just successfully completed a mediation and recognized that changes are also required on a structural level in order to implement the agreed solutions in the long term. Sometimes organizational development is preceded by other measures, such as Teamdevelopment, conflict management or mediation to deal with existing tensions. As part of this work, the recommendation for a fundamental adjustment of the organizational structure can also result as a result.

The usual procedure for organizational development is a joint clarification of the situation, followed by finding a goal. Then those (partial) projects are identified and processed that best serve the goal. All of these phases are accompanied by transparent project management and the customized integration of all affected persons and groups.

If a larger number of people want to work on a project, for example on the design of a change process or the development of a vision or strategy, then it makes sense to hire a neutral moderator who plans the process and guides it in a goal-oriented manner a result is worked out in an efficient manner, whereby the resources of all participants are used to the maximum. Moderation is therefore a method in which the work process and the efficient achievement of goals of groups are promoted through structuring, visualization and trained discussion.

Here you can see a case study that we basically find in one form or another in every mediation:

In a hospital, there was a violent conflict between two doctors about a joint research project. It was about reputation as well as lucrative contracts with pharmaceutical companies. One doctor felt used by the other and cheated of her success.

Execution: As part of mediation, it was possible to clarify the misunderstandings that had arisen and to exchange mutual expectations. The different approaches to research projects were discussed as well as personal areas of interest. The personal conflict between the two, which had its roots in a previous disappointed friendship, could be discussed and resolved.