The initial meeting
In the first consultation / initial discussion, we clarify your concerns, analyze your problem situation, and explain options for action and support. On this basis, we decide together with you whether and in what form, under which conditions and framework conditions we can continue to support you. You can make an appointment for a first meeting during our telephone consultation hours or by email.
In the individual consultation, and on the basis of agreements reached with you in the first meeting, we analyze and reflect your situation and role in a conflict, discrimination or violence at the workplace. In the frame of one or more counseling sessions and on the basis of your concerns and goals, we help you find orientation, to develop the strategies and options most suited to you, and to make use of support resources. If necessary, we will inform you about institutional and legal framework conditions, bringing in the knowledge and many years of experience of the ADE on conflicts, discrimination and violence in the counseling interview. In respect of individual consultation, we consider the personal conversation to be the most meaningful and effective framework, because as consultants we can include different levels of perception and methods in feedback or suggestions. Only when necessary, e.g. due to lack of mobility or if you want to remain completely anonymous, do we offer consultation by telephone.
As part of a group or team consultation, we help you to form a picture of the situation, the general conditions and the role of the participants in a problematic, conflictual or exclusionary situation.
On the basis of your concerns formulated in the preliminary discussion or in the clarification of your situation and your goals, we help you develop options for action and solution strategies.
Upon request or where necessary, we inform you about institutional and legal framework conditions and incorporate our knowledge and experience in dealing with relevant problems.
With the offer of process consulting we accompany individuals or groups in the implementation of the options open to them, providing a basis to assess the progress being made in resolving conflicts, discrimination or violence.
In particular, conflict is about empowering individuals or parties to resolve their own problems, as well as acquiring the knowledge and skills to deal better with conflicts in the future.
Our offer not only includes the opportunity to change the way conflicts are dealt with, but also to recognize and autonomously influence the mechanisms that lead to escalation.
Accompanying the process aims to broaden and deepen consciousness on the part of the conflicting parties. It supports the participants in assuming responsibility in a conflict or discrimination situation according to their function and role.
Examples of process consulting and support can be:
- helping conflict participants to exit from the conflict dynamics,
- advising managers and persons responsible for the management of a conflict or discrimination case,
- accompanying those involved in the implementation of strategies to protect against discrimination or violence,
- advising affected or responsible persons during a complaint process,
- accompanying a group or team in establishing rules or standards for dealing with conflict, discrimination, or violence.
Our offer of conflict counseling is aimed at individuals or groups, at parties involved in the conflict or those responsible for action who are called upon to intervene or reflect on their actions and seek an external perspective. To this end, in the context of the initial discussion and clarification of how to proceed, we clarify with you in advance our role as advisors, our concept of the confrontation and how to bring in our perceptions. There is a pre-clarified structure or process and clear target agreements in this format. In addition, rules for the consultation process are arranged together.
In a conflict consultation, we act as impartial advisors. This means that we initiate a broadening of perspectives by contributing ideas and hypotheses to the perspectives of other participants on an ongoing basis.
We are nonpartisan in that we take into account the interests of all parties concerned, e.g. the interests of leaders who are not involved, customers, clientele or businesses, if we know them. Our goal is to create equal access in a group to the various parties to the conflict, so that they can engage in constructive dialog.
Our impartiality also means that we do not attempt to pursue our own interests in a counseling process, except for will to perform well. We guarantee transparency and equal treatment in procedures and methods. We emphasize that as humans we can never be completely objective and neutral; but we reflect on our attitudes, backgrounds and positions and make them known.
When called upon to facilitate a conflict, we support all the parties involved,
- to (re-)enter into a dialogue about the cause(s) of conflict,
- to exchange views,
- to broaden individual perspectives on the conflict and
- to join together in finding ways to deal differently with conflict-prone topics.
Conflict facilitation comes in best for conflicts of the second up to the fourth escalation level (according to Glasl, 1998) as well as for less complex conflicts.
In the case of a higher degree of escalation, it may be necessary to advocate individual conflict counseling or process support in order to enable those involved in the conflict to listen to one another and develop ways of dealing with the conflicts together.
There is likewise a clearly determined process and integral elements in conflict moderation. This includes the joint clarification and review of the goals and the situation and explaining the rules of procedure.
In order to identify differences and to make them tangible, we help the parties explain to each other what they specifically understand in respect of the terms, positions and attitudes that come into play and what these mean for them.
Coaching is a consulting and support offer tailored to a current issue, within a defined thematic and temporal framework.
Our coaching is aimed at leaders, HR and vocational training managers as well as persons with special project responsibility.
The goal: to maintain or promote action and decision-making skills in difficult or stressful work situations in a dialogical, goal-oriented and solution-oriented process, or to accompany a project design to bring about a change in the situation – for example, the implementation of complaint or conflict management.
At the center of a coaching process is the creation of one's own role, the use of different management tools, the design and planning of a project as well as the development of individual job-related potentials.
Our goals are the communication of knowledge and the expansion of skills, in activities such as lectures, information events, workshops or courses of further-training.
The focus is first on your expectations, interests, questions and options. On this basis, we will create a performance concept including requirements and framework conditions.
We develop specific offers for your specific questions, for example:
- What are the specific definitions of conflicts, mobbing/bullying, sexual harassment, discrimination and violence?
- Which social and structural conditions determine different forms of discrimination such as sexism, racism, homophobia, hostility towards trans+ persons, discrimination on the basis of disability or social origin, and how can these be counteracted?
- What options for action and obligations are there in dealing with conflicts, discrimination or violence at the workplace – from the point of view of leaders, interest groups, in-house contact persons, or also from the perspective of colleagues?
- Which preventive or curative measures are useful and appropriate in conflict management or in protecting against discrimination?
- Which prerequisites and framework conditions are needed for adequate internal conflict management and the establishment of a complaints office in accordance with GET?
- How do I promote the development of diversity and dealing with difference in my organization / area?
How do I promote an institutional culture of dealing with conflicts to ensure that discrimination is countered early on?
- What does diversity competence mean in the context of advisory work with personnel or works councils, women's representatives or other workplace representatives and contact persons?
- Skills development for persons in charge of conflict resolution or the processing of discrimination complaints.