{"id":4109,"date":"2019-07-04T12:40:38","date_gmt":"2019-07-04T10:40:38","guid":{"rendered":"https:\/\/www.kostadinowa-consulting.de\/conflict-management\/"},"modified":"2026-03-01T12:47:26","modified_gmt":"2026-03-01T11:47:26","slug":"conflict-management","status":"publish","type":"page","link":"https:\/\/www.kostadinowa-consulting.de\/en\/conflict-management\/","title":{"rendered":"conflict management"},"content":{"rendered":"<div class=\"wpb-content-wrapper\"><p>[vc_row][vc_column]\n<div id=\"rev_slider_40_1_wrapper\" class=\"rev_slider_wrapper fullwidthbanner-container\" data-source=\"gallery\" style=\"margin:0px auto;background:transparent;padding:0px;margin-top:50px;margin-bottom:0px;\">\n<!-- START REVOLUTION SLIDER 5.4.8.3 fullwidth mode -->\n\t<div id=\"rev_slider_40_1\" class=\"rev_slider fullwidthabanner\" style=\"display:none;\" data-version=\"5.4.8.3\">\n<ul>\t<!-- SLIDE  -->\n\t<li data-index=\"rs-52\" data-transition=\"fade\" data-slotamount=\"default\" data-hideafterloop=\"0\" data-hideslideonmobile=\"off\"  data-easein=\"default\" data-easeout=\"default\" data-masterspeed=\"500\"  data-delay=\"6390\"  data-rotate=\"0\"  data-saveperformance=\"off\"  data-title=\"Slide\" data-param1=\"\" data-param2=\"\" data-param3=\"\" data-param4=\"\" data-param5=\"\" data-param6=\"\" data-param7=\"\" data-param8=\"\" data-param9=\"\" data-param10=\"\" data-description=\"\">\n\t\t<!-- MAIN IMAGE -->\n\t\t<img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/www.kostadinowa-consulting.de\/wp-content\/plugins\/revslider\/admin\/assets\/images\/dummy.png\"  alt=\"Mediation und Konfliktmoderation\" title=\"Mediation und Konfliktmoderation\"  width=\"1920\" height=\"845\" data-lazyload=\"https:\/\/www.kostadinowa-consulting.de\/wp-content\/uploads\/Mediation-und-Konfliktmoderation.jpg\" data-bgposition=\"center center\" data-bgfit=\"cover\" data-bgrepeat=\"no-repeat\" class=\"rev-slidebg\" data-no-retina>\n\t\t<!-- LAYERS -->\n\n\t\t<!-- LAYER NR. 1 -->\n\t\t<div class=\"tp-caption   tp-resizeme  first_text\" \n\t\t\t id=\"slide-52-layer-19\" \n\t\t\t data-x=\"['left','center','center','center']\" data-hoffset=\"['40','-295','-200','-118']\" \n\t\t\t data-y=\"['middle','middle','middle','middle']\" data-voffset=\"['233','152','140','99']\" \n\t\t\t\t\t\tdata-fontsize=\"['25','22','15','13']\"\n\t\t\tdata-lineheight=\"['35','35','18','20']\"\n\t\t\tdata-width=\"['500','419','308','243']\"\n\t\t\tdata-height=\"['none','98','none','none']\"\n\t\t\tdata-whitespace=\"nowrap\"\n \n\t\t\tdata-type=\"text\" \n\t\t\tdata-responsive_offset=\"on\" \n\n\t\t\tdata-frames='[{\"delay\":840,\"speed\":1500,\"frame\":\"0\",\"to\":\"o:1;\",\"ease\":\"Power3.easeInOut\"},{\"delay\":\"wait\",\"speed\":310,\"frame\":\"999\",\"to\":\"opacity:0;\",\"ease\":\"Power3.easeInOut\"}]'\n\t\t\tdata-textAlign=\"['inherit','inherit','center','center']\"\n\t\t\tdata-paddingtop=\"[0,0,0,0]\"\n\t\t\tdata-paddingright=\"[0,0,0,0]\"\n\t\t\tdata-paddingbottom=\"[0,0,0,0]\"\n\t\t\tdata-paddingleft=\"[0,0,0,0]\"\n\n\t\t\tstyle=\"z-index: 5; 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\/* END OF revapi call *\/\n\t\n }; \/* END OF ON LOAD FUNCTION *\/\r\n}()); \/* END OF WRAPPING FUNCTION *\/\r\n<\/script>\r\n\t\t<\/div><!-- END REVOLUTION SLIDER -->[vc_empty_space height=&#8221;40&#8243;][vc_column_text css_animation=&#8221;none&#8221; css=&#8221;&#8221;]<\/p>\n<h1>Conflict management in Berlin &amp; Brandenburg<\/h1>\n<p>[\/vc_column_text][vc_column_text css_animation=&#8221;none&#8221; css=&#8221;&#8221;]<\/p>\n<h3>Mediation &amp; conflict moderation &#8211; for teams &amp; managers<\/h3>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;2\/3&#8243;][vc_column_text css=&#8221;&#8221;]<\/p>\n<ul>\n<li><strong>Are misunderstandings costing<\/strong> you and your team <strong>time and nerves?<\/strong><\/li>\n<li><strong>Conflicts affect motivation<\/strong>, cooperation and enjoyment of work?<\/li>\n<li>Absenteeism, tensions and <strong>declining employee loyalty<\/strong> are the result?<\/li>\n<\/ul>\n<p>[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/3&#8243;][vc_empty_space height=&#8221;20&#8243;][vc_cta h2=&#8221;&#8221; shape=&#8221;round&#8221; style=&#8221;outline&#8221; css_animation=&#8221;none&#8221; css=&#8221;.vc_custom_1750940830245{background-color: #c3033e !important;}&#8221;]<span class=\"zitat\">\u201cProblem talk creates problems. Solutiontalk creates solutions.\u201d<\/span><\/p>\n<p><span class=\"zitat\">Steve de Shazer<\/span>[\/vc_cta][\/vc_column][\/vc_row][vc_row css=&#8221;.vc_custom_1747222767508{padding-bottom: 20px !important;}&#8221;][vc_column][vc_column_text css=&#8221;&#8221;]<\/p>\n<h3>There are opportunities in conflicts<\/h3>\n<p>[\/vc_column_text][vc_column_text css=&#8221;&#8221;]<\/p>\n<p style=\"font-weight: 400;\"><strong>Conflicts are not just disruptions &#8211; they also offer opportunities. <\/strong>When team discussions or traditional workshops are no longer enough, <strong data-start=\"831\" data-end=\"883\">professional conflict management through mediation or conflict moderation<\/strong> can make all the difference. In a confidential setting &#8211; at your premises, at my office in Berlin-Zehlendorf or online &#8211; I will help you to resolve tensions, change perspectives and <strong>develop sustainable solutions &#8211; individually, respectfully and constructively<\/strong>.<\/p>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row css=&#8221;.vc_custom_1747222767508{padding-bottom: 20px !important;}&#8221;][vc_column width=&#8221;1\/4&#8243;][vc_single_image image=&#8221;4521&#8243; img_size=&#8221;medium&#8221; css=&#8221;&#8221;][\/vc_column][vc_column width=&#8221;3\/4&#8243;][vc_column_text css=&#8221;&#8221;]<\/p>\n<p style=\"font-weight: 400;\" data-start=\"1109\" data-end=\"1357\">I support you in a wide variety of contexts &#8211; whether in companies, research institutes, law firms, clinics, daycare centers, NGOs or social institutions. I work in <strong>a solution-oriented manner and with an eye for systemic contexts<\/strong>, also interculturally if desired.<\/p>\n<p style=\"font-weight: 400;\" data-start=\"1359\" data-end=\"1601\"><strong data-start=\"1359\" data-end=\"1399\">Even in highly escalated situations,<\/strong> I will lead the discussion and, if necessary, work with you to develop suitable steps for <strong data-start=\"1507\" data-end=\"1541\">team development and prevention<\/strong>, e.g. by promoting a culture of feedback.<\/p>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row disable_element=&#8221;yes&#8221; css=&#8221;.vc_custom_1750940837828{padding-top: 20px !important;padding-bottom: 20px !important;}&#8221;][vc_column][vc_cta h2=&#8221;&#8221; style=&#8221;3d&#8221; add_button=&#8221;bottom&#8221; btn_title=&#8221;TO THE CONTACT FORM&#8221; btn_color=&#8221;chino&#8221; btn_css_animation=&#8221;flipInX&#8221; css_animation=&#8221;fadeInDown&#8221; css=&#8221;&#8221; btn_custom_onclick=&#8221;true&#8221; btn_link=&#8221;url:https%3A%2F%2Fwww.kostadinowa-consulting.de%2Fkontakt%2F&#8221;]<img loading=\"lazy\" decoding=\"async\" class=\"wp-image-5056 alignright\" src=\"https:\/\/www.kostadinowa-consulting.de\/wp-content\/uploads\/Swetlana-Kostadinowa-Rohde-300x222.png\" alt=\"Svetlana Kostadinova-Rohde\" width=\"220\" height=\"163\" srcset=\"https:\/\/www.kostadinowa-consulting.de\/wp-content\/uploads\/Swetlana-Kostadinowa-Rohde-300x222.png 300w, https:\/\/www.kostadinowa-consulting.de\/wp-content\/uploads\/Swetlana-Kostadinowa-Rohde.png 410w\" sizes=\"auto, (max-width: 220px) 100vw, 220px\" \/><span style=\"color: #000000;\"><strong>Please contact me &#8211; by e-mail or telephone.<\/strong> We will clarify your questions in a non-binding consultation. I look forward to getting to know you and accompanying you on your journey. <\/span><\/p>\n<p><span style=\"color: #000000;\">Swetlana Kostadinowa-Rohde <a style=\"color: #000000;\" href=\"tel:+491797682160\">Tel: +49 179 768 21 60<\/a><\/span>[\/vc_cta][\/vc_column][\/vc_row][vc_row][vc_column][vc_column_text css=&#8221;&#8221;]<\/p>\n<h3>Examples of conflicts in the workplace<\/h3>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;2\/3&#8243;][vc_column_text css=&#8221;&#8221;]<strong>Conflicts in everyday working life are human<\/strong> &#8211; wherever different points of view and needs clash. If they remain <strong>unspoken, they put a strain on collaboration<\/strong> <strong>and cooperation.<\/strong> Professional conflict management makes sense here.<\/p>\n<p>Typical examples from the world of work &#8211; often related to <strong>\u201cour blind spots\u201d:<\/strong><\/p>\n<ul>\n<li><strong>Unclear roles &amp; responsibilities:<\/strong> Who does what &#8211; and who doesn&#8217;t? Lack of clarity quickly leads to frustration.<\/li>\n<li><strong>Communication problems:<\/strong> Misunderstandings, a lack of feedback or a sharp tone undermine trust.<\/li>\n<li><strong>Unevenly distributed workload:<\/strong> If individuals feel permanently overwhelmed, tensions arise in the team.<\/li>\n<li><strong>Management behavior:<\/strong> Employees do not feel listened to or sufficiently supported.<\/li>\n<li><strong>Conflicting values:<\/strong> Different ideas of reliability, speed or responsibility lead to friction.<\/li>\n<li><strong>Hidden tensions:<\/strong> It is not talked about openly, but the climate is noticeably strained.<\/li>\n<li><strong>Changes in the company:<\/strong> New structures or managers trigger uncertainty or resistance.<\/li>\n<li><strong>Cultural differences:<\/strong> Different communication styles can lead to misunderstandings.<\/li>\n<\/ul>\n<p>[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/3&#8243;][vc_single_image image=&#8221;4806&#8243; img_size=&#8221;large&#8221; alignment=&#8221;right&#8221; css=&#8221;&#8221;][\/vc_column][\/vc_row][vc_row][vc_column][vc_column_text css=&#8221;&#8221;]<\/p>\n<h3>Conflicts cost energy &#8211; and they hold potential for development<\/h3>\n<p>&nbsp;<\/p>\n<p><strong>I would be happy to support you and your team in resolving tensions and creating a trusting working relationship.<\/strong><\/p>\n<p>I have been offering conflict management in Berlin and Brandenburg for almost 20 years &#8211; professionally, sensitively and solution-oriented.  <strong>Depending on your needs, I work in person or online.<\/strong>  In addition to my own room in Steglitz-Zehlendorf, I also have access to the premises of colleagues in other districts, such as Tempelhof-Sch\u00f6neberg, Charlottenburg-Wilmersdorf, Friedrichshain-Kreuzberg, Mitte, Prenzlauer Berg, Neuk\u00f6lln, Pankow or Treptow-K\u00f6penick, for personal meetings. This allows us to flexibly select a suitable location for our collaboration &#8211; either close to you or directly on your premises.[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column][vc_column_text css=&#8221;&#8221;]<\/p>\n<h3>A concrete example: value conflicts<\/h3>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/5&#8243;][vc_empty_space height=&#8221;7px&#8221;][vc_single_image image=&#8221;4571&#8243; img_size=&#8221;large&#8221; css=&#8221;&#8221;][\/vc_column][vc_column width=&#8221;4\/5&#8243;][vc_column_text css=&#8221;&#8221;]<strong>Values are reflected in our behavior, in our communication &#8211; and in the way we work together.<\/strong>  They shape every corporate culture, but are often difficult to grasp. They become particularly tangible when tensions arise.<\/p>\n<p>For example, when responsibility is perceived as control or trust turns into blind trust:<br \/>\n<strong>It takes a trusting framework and time to agree on common values &#8211; openly, respectfully and solution-oriented.<\/strong><\/p>\n<p>In mediation or conflict moderation, the team can work out together what is important to them and how these values can be practiced in everyday life. This turns a conflict into a development step. I have been supporting teams and managers for many years &#8211; even in highly escalated situations and intercultural contexts. I am always touched anew when understanding is achieved, all parties involved save face &#8211; and viable solutions are found.[\/vc_column_text][\/vc_column][\/vc_row][vc_row css=&#8221;.vc_custom_1747222853430{padding-top: 20px !important;padding-bottom: 20px !important;}&#8221;][vc_column][vc_column_text css=&#8221;&#8221;]<\/p>\n<h3>Basic information on mediation and conflict moderation<\/h3>\n<p>[\/vc_column_text][vc_tta_accordion color=&#8221;chino&#8221; active_section=&#8221;0&#8243; collapsible_all=&#8221;true&#8221;][vc_tta_section title=&#8221;The 5 phases of mediation&#8221; tab_id=&#8221;1747222248731-47216a1e-a49c&#8221; el_class=&#8221;mein-accordion&#8221;][vc_column_text css=&#8221;&#8221;]Phase 1: Introduction and rules of conduct<br \/>\nAt the beginning, the mediator provides information about the mediation process. Common rules of conduct such as \u201clet each other finish speaking\u201d, \u201cno insults\u201d and \u201clisten carefully\u201d are discussed. The mediator ensures a structured process and offers helpful interventions. A mediation contract can record the agreements.<\/p>\n<p>Phase 2: Collecting issues<br \/>\nThe mediator collects all of the parties&#8217; conflict issues, e.g. on a flipchart. While the parties present their points of view, the mediator makes sure that everyone has enough time to listen and ask questions in order to cover all relevant topics.<\/p>\n<p>Phase 3: Interests and needs<br \/>\nThe aim of this phase is to understand the underlying needs, feelings and interests. The mediator helps to clarify misunderstandings and encourages direct communication. If necessary, individual discussions can take place to deepen the clarification.<\/p>\n<p>Phase 4: Finding a solution<br \/>\nThe mediants work together to develop proposed solutions. These are collected, discussed and evaluated in terms of their feasibility. The aim is to find a solution that all parties agree with.<\/p>\n<p>Phase 5: Final agreement<br \/>\nAt the end, there is a written agreement that is signed by all parties. If necessary, this can be checked or formulated by lawyers.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=&#8221;The 6 basic principles of mediation&#8221; tab_id=&#8221;1747222248731-fc35de8b-059e&#8221;][vc_column_text css=&#8221;&#8221;]Conflict moderation is a structured process for resolving tensions in a work context. It combines systemic consulting with moderation elements and is based on the principle of impartiality &#8211; all parties involved are heard equally and taken seriously.<\/p>\n<p>In addition to the structured process, mediation lives above all from its basic principles. They create trust, security and clarity for all parties involved:<\/p>\n<p>1. confidentiality<br \/>\nEverything that is discussed in mediation remains confidential. The mediator and the parties involved undertake to maintain confidentiality.<\/p>\n<p>2. voluntariness<br \/>\nParticipation is voluntary &#8211; as is the right to end mediation at any time. The focus is on personal responsibility.<\/p>\n<p>3. neutrality<br \/>\nThe mediator remains impartial &#8211; he supports the process but does not take a position on the content.<\/p>\n<p>4. personal responsibility<br \/>\nThe parties to the conflict find their own solutions &#8211; the mediator accompanies them in the process without imposing guidelines.<\/p>\n<p>5. transparency<br \/>\nViable solutions can only be found if everyone is well informed.<\/p>\n<p>6. openness to results<br \/>\nMediation is not a process with fixed results &#8211; but a space in which new paths can emerge.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=&#8221;Conflict moderation in the work context&#8221; tab_id=&#8221;1747222442533-e0a8a7e4-eed2&#8243;][vc_column_text css=&#8221;&#8221;]Conflict moderation is a structured process for resolving tensions in a work context. It combines systemic consulting with moderation elements and is based on the principle of impartiality &#8211; all parties involved are heard equally and taken seriously.<\/p>\n<p>The aim is to clarify relationships, understand conflicts and develop viable solutions together on this basis.<\/p>\n<p>Typical fields of application:<\/p>\n<ul>\n<li>Conflicts between two people (e.g. manager &amp; employee)<\/li>\n<li>Team conflicts<\/li>\n<li>Tensions between different hierarchical levels (e.g. managers &amp; employees)<\/li>\n<\/ul>\n<p>Ideally, all participants take part voluntarily. In some cases &#8211; e.g. as part of an employment relationship &#8211; participation may also be mandatory.[\/vc_column_text][\/vc_tta_section][\/vc_tta_accordion][\/vc_column][\/vc_row][vc_row disable_element=&#8221;yes&#8221; css=&#8221;.vc_custom_1750940856060{padding-top: 50px !important;}&#8221;][vc_column width=&#8221;1\/4&#8243; el_class=&#8221;hover-box&#8221;][vc_toggle title=&#8221;My attitude&#8221; style=&#8221;arrow&#8221; color=&#8221;white&#8221; size=&#8221;sm&#8221; css=&#8221;.vc_custom_1748427915592{padding-top: 10px !important;padding-right: 10px !important;padding-bottom: 10px !important;padding-left: 10px !important;background-color: #CEC2AB !important;border-radius: 4px !important;border-color: #CEC2AB !important;}&#8221; el_class=&#8221;hover-box&#8221;]<strong>Accompanying at eye level<\/strong><\/p>\n<p>I work with people from very different fields of work &#8211; from managers, board members and teams to employees in corporations, medical practices, daycare centers, law firms, IT companies, NGOs and museums. Despite all the differences, the interpersonal issues are often similar &#8211; and are very familiar to me thanks to my many years of experience.<br \/>\nI am convinced that you already have the solutions within you. I support you in reactivating your resources and developing your individual or collective potential.<br \/>\nMy attitude and actions are characterized by values such as trust, openness, humour, reliability and structure.[\/vc_toggle][\/vc_column][vc_column width=&#8221;1\/4&#8243;][vc_toggle title=&#8221;Quality assurance&#8221; style=&#8221;arrow&#8221; color=&#8221;white&#8221; size=&#8221;sm&#8221; css=&#8221;.vc_custom_1748427932631{padding-top: 10px !important;padding-right: 10px !important;padding-bottom: 10px !important;padding-left: 10px !important;background-color: #CEC2AB !important;border-radius: 4px !important;border-color: #CEC2AB !important;}&#8221;]<strong>Good consulting requires continuous self-reflection<\/strong><\/p>\n<p>In order to maintain the quality of my work at a high level, I regularly take advantage of supervision myself. Here I reflect on my consulting processes in a professional and collegial setting &#8211; be it in my work with teams, executives, management or board members.<\/p>\n<p>Supervision is of course anonymous and confidential to ensure the protection of my clients. The exchange with experienced colleagues not only strengthens my professional attitude, but also ensures that I can offer you reflective and responsible support.[\/vc_toggle][\/vc_column][vc_column width=&#8221;1\/4&#8243;][vc_toggle title=&#8221;Online format&#8221; style=&#8221;arrow&#8221; color=&#8221;white&#8221; size=&#8221;sm&#8221; css=&#8221;.vc_custom_1748427971038{padding-top: 10px !important;padding-right: 10px !important;padding-bottom: 10px !important;padding-left: 10px !important;background-color: #CEC2AB !important;border-radius: 4px !important;border-color: #CEC2AB !important;}&#8221;]<strong>Coaching &#8211; wherever you are<\/strong><\/p>\n<p>Sometimes it&#8217;s better not to meet in person &#8211; and that&#8217;s not a disadvantage: trusting and focused conversations can also be held online. Whether from home or another location of your choice &#8211; set yourself up so that you are undisturbed for the duration of the call.<\/p>\n<p>We will arrange the appointment in advance by telephone or e-mail. You will then receive a free link (e.g. via Zoom) with which you can easily enter my virtual waiting room. All you need is a stable Internet connection and a camera. If you prefer a different platform, this is of course also possible.<\/p>\n<p>Important to know: The online format is just as effective as a face-to-face meeting &#8211; what counts is the connection in the conversation, not the location.[\/vc_toggle][\/vc_column][vc_column width=&#8221;1\/4&#8243;][vc_toggle title=&#8221;Confidentiality&#8221; style=&#8221;arrow&#8221; color=&#8221;white&#8221; size=&#8221;sm&#8221; css=&#8221;.vc_custom_1748427991940{padding-top: 10px !important;padding-right: 10px !important;padding-bottom: 10px !important;padding-left: 10px !important;background-color: #CEC2AB !important;border-radius: 4px !important;border-color: #CEC2AB !important;}&#8221;]<strong>More than a rule &#8211; it&#8217;s an attitude<\/strong><\/p>\n<p>Online or on site: Absolute confidentiality applies to coaching, mediation and supervision. Everything that is discussed remains in a protected space.[\/vc_toggle][\/vc_column][\/vc_row][vc_row][vc_column][vc_column_text css=&#8221;&#8221;]<\/p>\n<h3>Conclusion<\/h3>\n<p>[\/vc_column_text][vc_column_text css=&#8221;&#8221;]Professional conflict management brings clarity, trust, and new solutions to strained working relationships\u2014before cooperation is permanently impaired or leads to employee turnover.<\/p>\n<p>You benefit from:<\/p>\n<ul class=\"arrow-list\">\n<li>rapid relief in acute conflicts \u2013 even in highly escalated situations<\/li>\n<li>neutral, professional facilitation with room for all perspectives<\/li>\n<li>the rebuilding of trust and sustainable communication<\/li>\n<li>concrete solutions for interpersonal tensions within the team<\/li>\n<li>effective handling of structural causes of conflict (e.g., roles, responsibilities, processes)<\/li>\n<li>an improved feedback and conflict culture within the team<\/li>\n<li>the strengthening of your leadership role through clear, solution-oriented support<\/li>\n<li>a combination of mediation, moderation, and a systemic perspective<\/li>\n<li>a high degree of flexibility: on-site, online, or in suitable rooms near you<\/li>\n<\/ul>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column][vc_tta_accordion title_tag=&#8221;h3&#8243; style=&#8221;modern&#8221; color=&#8221;chino&#8221; active_section=&#8221;0&#8243; no_fill=&#8221;true&#8221; collapsible_all=&#8221;true&#8221;][vc_tta_section title=&#8221;FAQ <i>Read more \u2026<\/i>&#8221; tab_id=&#8221;1760431549554-488694d4-e3c5&#8243;][vc_raw_html 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css=&#8221;&#8221;] Mediation &amp; conflict moderation &#8211; for teams &amp; managers [\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;2\/3&#8243;][vc_column_text css=&#8221;&#8221;] Are misunderstandings costing you and your team time and nerves? Conflicts affect motivation, cooperation and enjoyment of work? Absenteeism, tensions and declining employee loyalty are the result? [\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/3&#8243;][vc_empty_space height=&#8221;20&#8243;][vc_cta &#8230; <a title=\"conflict management\" class=\"read-more\" href=\"https:\/\/www.kostadinowa-consulting.de\/en\/conflict-management\/\" aria-label=\"Read more about conflict management\">Read more<\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-4109","page","type-page","status-publish"],"_links":{"self":[{"href":"https:\/\/www.kostadinowa-consulting.de\/en\/wp-json\/wp\/v2\/pages\/4109","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.kostadinowa-consulting.de\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.kostadinowa-consulting.de\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.kostadinowa-consulting.de\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.kostadinowa-consulting.de\/en\/wp-json\/wp\/v2\/comments?post=4109"}],"version-history":[{"count":37,"href":"https:\/\/www.kostadinowa-consulting.de\/en\/wp-json\/wp\/v2\/pages\/4109\/revisions"}],"predecessor-version":[{"id":6048,"href":"https:\/\/www.kostadinowa-consulting.de\/en\/wp-json\/wp\/v2\/pages\/4109\/revisions\/6048"}],"wp:attachment":[{"href":"https:\/\/www.kostadinowa-consulting.de\/en\/wp-json\/wp\/v2\/media?parent=4109"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}