Mediation and conflict resolution

CONSENSUS offers a range of solution processes for the clarification and analysis of internal and external organizational conflicts. Mediation is an effective procedure for resolving individual, team and organizational conflicts and for participation processes, on which we would be happy to advise you.

Our fields of work

In the family

In teams, companies and organizations

In larger groups and in public areas

In intercultural and international conflicts

This is what sets CONSENSUS apart

Why you can trust our conflict experts and mediators



Experts in conflict management and development

We offer seminars because we are experts in conflict management, leadership and organizational development. Since CONSENSUS has its own training area, we are also experts in didactic communication. Our measures are target group-oriented and tested. We have online and offline concepts and work with the latest methods of imparting knowledge and skills.


We cover all areas of mediation

We are experts in conflict resolution: We cover all areas of mediation. Our mediators are in demand and experienced conflict clarifiers. We have international cooperation to handle cross-border mediations. We take on large procedures because we also work in mediation teams. We train mediators in the CONSENSUS Campus. Some are successful authors of mediation literature and do research in the field.


Analytical methods

We work with analytical methods. Our survey concepts are scientifically evaluated. Based on the experience of many surveys, we have benchmarks in many areas of employee satisfaction, employee retention, fluctuation and assessment of absenteeism.


Rehearsed team

Many trainers are on the road as lone fighters, which carries risks. We work in a team – the proposal is also fed back to the management and / or the scientific advisory board when designing individual measures. In CONSENSUS consultant conferences, new methods and knowledge are continuously exchanged and made available as pool knowledge.


A large team of mediators and coaches

We have a large pool of coaches, mediators and trainers and can put the team together for small projects as well as for larger assignments. Our customers get everything from a single source and benefit from a coordinated approach – even when several trainers, mediators or coaches are on site.


Work with all target groups

We work with all target groups. We have experience in communication in these areas and trainers * with field experience in almost every industry.


Full service package

If required, we offer our customers a full-service personnel development package, incl. Analysis, conception and implementation of the measures as well as evaluation.

We are here for you

Your contact persons

Sabrina Beichter

Sabrina Beichter is responsible for customer care and coordination at the CONSENSUS Group. She will be happy to answer all your questions about our offers.

Alexandra Kieffer

Alexandra Kieffer is responsible for customer care and coordination at the CONSENSUS Group. She will be happy to answer all your questions about our offers.

Our conflict resolution procedures

Target group: employees / managers / teams / conflicts with other companies / conflicts with third parties

Mediation is a structured, voluntary process for the constructive settlement of a conflict. The aim of mediation is for the parties to jointly negotiate with the support of the mediator as a neutral and non-partisan third party to develop a mutually acceptable solution to their conflict and to agree a binding agreement.

Mediation is possible between two individuals up to large participation processes. Even when people have long-standing, hardened conflicts with one another, they have common interests. However, these have been pushed into the background by the overemphasis on dissonance.

In mediation, communication and mutual relationships are promoted through a structured and fair negotiation process, and a balance of interests between the conflicting parties is sought.

The result is a gain for both sides, a concrete agreement and in many cases brings about beneficial peace and an increase in productivity.

Target group: employees / managers / conflicts with other companies / conflicts with third parties

Aid to clarification is a “technique” of conflict resolution that was shaped by Christoph Thomann and Schulz von Thun. The method is particularly suitable in cases in which the conflict affects several hierarchical levels. Even if the fronts are hardened and the conflict has been present for a long time, methods from the clarification aid are suitable for clarification.

In the process, the manager is strengthened and supported in their role. With the help of the moderator, the conflict is clarified and a joint search for a solution takes place.

Compared to mediation, clarification is a process that does not take place over a long period of time with short sessions, but one to three days of intensive work together.

Target group: all employees within the company / between companies / with third parties

Rational negotiation in the presence of a neutral third party is the opposite of an uncertain “bazaar negotiation”. The negotiation is structured and moderated with the aim of reaching a so-called “win-win solution”. Sometimes the presence of a third party in a negotiation is not indicated, then we will be happy to advise you in the background (ghost negotiation) and work out a negotiation tactic together.

Target group: managers / employees / project teams

Process support can be used to provide advice and support for upcoming or ongoing change measures, for complicated project conditions or for projects that have got into difficulties.

The aim here is to bring about the changes without too much friction, to sharpen orders with project teams and to proceed in a targeted manner. In change processes, other instruments such as internal communication, coaching, seminars or clarification and mediation can also be used in addition to advice.

Target group: company employees and third parties

Moderation can be used wherever people want or need to talk to each other and exchange ideas, but the conversation should be carried out in a structured manner. These can be first meetings, introductions, exchanges on specific topics or the announcement of innovations.

Target group: employees / managers / conflicts with other companies / conflicts with third parties

Participation processes are always relevant when the company is planning something that makes sense from the company’s point of view to implement it, but third parties would object or be unsettled by the announcement of the measures. This can e.g. Citizens’ initiatives in construction projects, municipalities in waste disposal projects or several parties involved in the design of a plan. Participation processes make projects more transparent, the interests of all those involved clearer and further planning easier to calculate.

Find out more about the CONSENSUS method participation process

When do conflicts arise?

Conflicts can include occur:

  • in change processes
  • due to different interests and starting situations (conflicts of interest)
  • for questions about resource allocation
  • with differing worldviews
  • through different personal ideas and inclinations
Where do conflicts arise?
In a business context, conflicts often arise at interfaces. This can e.g. between teams, departments, business units and different locations. Wherever people work with each other, exchange ideas intensively and spend many hours together, tensions can arise that disrupt productive and low-friction work.

Conflicts in the internal area very often arise when change processes are pending and the associated uncertainties and changes in the work environment (such as change processes, new hires or changes in management) arise. But also in daily interaction, different interests come together, which can lead to conflicts.

The ability to deal with conflict is required here, i.e. knowledge of how conflicts work, how we feel personally in such situations, and the ability and skill to come to good solutions in these situations. The earlier a constructive discussion of conflicts takes place, the greater the chances there are for an early and sustainable solution to the conflict situation. In view of the immense costs of conflict, this is of particular interest to companies.

find solutions

Not every method of conflict resolution is equally suitable for all conflict patterns. However, the selection of the right method is an important indicator of the success rate of the settlement and pacification of acute conflicts and the prophylaxis of impending conflicts.

Implement conflict management

Operational conflict management systems combine various components with the aim of integrating them into operational processes (e.g. workshops, coaching, training, consulting). CONSENSUS supports companies in all industries with the implementation of their operational conflict management systems in order to be able to deal with all types of internal conflicts in a forward-looking and solution-oriented manner.

Become a mediator or conflict pilot with CONSENSUS Campus

Would you like to become a conflict expert yourself?

CONSENSUS operates its own training programs with the CONSENSUS Campus

Here you can find out more and register:

The decisive step towards pacifying a conflict is to set out on the path to clarification. We advise you confidentially.

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