Several factors came together

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In the first case we have a real assessment of the situation, and in the second - only an attitude towards it. The dialogue is divided into two planes: emotional and factual.

Sometimes the parties skip the negotiation stage. Not everyone is ready to take responsibility for settling the dispute and develop a strategy of behavior.

Successful business depends on the ability to adequately perceive conflict situations and find solutions that will suit both parties. A competent approach to dispute resolution allows you to save time and maintain the reputation of the organization. Understanding this, companies have increasingly begun to turn to mediation.

This is a dialogue between the parties, which is managed by a mediator. An independent participant allows finding a solution acceptable to all. This method cannot be implemented without mutual respect and openness. The main goal is to maintain or restore business relations.

Both parties to the conflict will receive the following benefits from mediation:

Win-win paradigm . The mediator will suggest which communication paths will lead to a result that is suitable for everyone.

Lack of emotions . The mediator switches them off. He works only with objective data, excluding the parties' assessments.

Control . The mediator does not control the actions of the parties. He only pushes them to resolve the conflict, like a judge. The parties themselves look for ways to resolve it.

Speed . By law, mediation must be completed within 60 days. As practice shows, a compromise is found much faster.

The full picture . The mediator sees not only the laws and the contract, but also the processes that affect the conduct of business.

Independence . Mediation does not deprive the parties of the right to file a claim in court. At the same time, this procedure is permissible at the stage of judicial proceedings.

Let's consider the possibilities of mediation using a practical example. A large company, acting as a buyer, entered into a conflict with a smaller supplier. It wanted to purchase a new product, but logistics problems prevented the counterparty from fulfilling its obligations on time. The buyer's manager took responsibility and terminated the contract, but did not inform the management.


breach of obligations by the supplier;

lack of normal communication within the purchasing company, since the manager did not consider the delivery important without clarifying the management’s interest in it;

lack of dialogue between the parties to the at&t email list agreement;

difference in the strength of the counterparties - large and small companies.

As a result, a conflict broke out.

The heads of the organizations took part in the mediation. Having looked at the situation in full, the buyer's representative dropped the claims. He even shared some useful advice with the supplier and told how to properly organize logistics.

The supplier would have lost the case, but the buyer would not have received the advantage he had counted on when concluding the contract. Mediation resulted in everyone coming out on top, and the cooperation was maintained.

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Benefits of contacting a conflictologist
Conflictology is not an independent discipline. It includes knowledge of various sciences, including psychology, law, sociology, economics and others. Corporate conflictology is aimed at resolving disputes that arise within a team. With its help, companies maintain a healthy working environment, increasing labor efficiency.

Conflict management skills help avoid disputes that have negative consequences for business. The demand for such specialists in the corporate environment is growing every day.

Benefits of contacting a conflictologist

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A conflictologist can resolve a dispute between members of a team, departments, and even entire companies. Using the methods of this discipline allows you to reduce tension between colleagues, organize their communication correctly, increasing labor productivity.

What does a conflictologist do in a corporate environment? First, he needs to analyze the dispute that has arisen. He studies its causes, determines the needs and interests of the parties, and looks for possible ways to resolve it.

Then the conflictologist starts negotiations, during which the parties seek a compromise that satisfies the interests of each participant. An important point is maintaining neutrality. The conflictologist should not take the side of one of the participants in the incident.

Working with a specialist has the following advantages: