When things get stuck

Tension in the team? A leadership duo that’s no longer getting anywhere? The atmosphere is tense – but no one really talks about it?

That’s exactly where mediation comes in.

I offer a clear, calm space for things to be said that have long been unspoken. Without blame. Without pressure. But with structure, presence and the aim of getting things moving again.

Clarification Meeting

For:

Small teams or duos where something feels “off,” but there’s still a willingness to talk

Goal:

Address irritations, clear up misunderstandings, and restore the ability to work together

Setting:

One session, 2–3 hours – online or in person

Recommended when:

Unspoken tension is in the room

  • Communication is difficult or breaks down

  • Early signs of withdrawal, frustration or blockages are showing

Mediation Process

For:

Leadership tandems, project duos or teams facing escalated conflicts

Goal:

Enable mutual understanding, clarify responsibilities, and lay the foundation for new collaboration

Setting:

Typically 3 to 6 sessions, depending on the process – including optional 1:1 conversations and follow-ups

Recommended when:

  • Conflicts are open or simmering beneath the surface

  • Repeated accusations, blame or loss of trust

  • Structural ambiguity combined with emotional tension

Workshop
“Honest Conversations”

For:

Teams not in open conflict, but sensing: "We’re not really being honest with each other."

Goal:

Shared reflection, clear feedback principles, and a healthier communication culture

Setting:

1–2 workshop days, with optional follow-up sparring or coaching

Recommended when:

  • Collaboration feels stuck

  • Conflict is avoided or bubbling under the surface

  • There’s a desire for more open feedback – without blame

Why Mediation?

In my work, I’ve often seen that conflicts don’t fail because of missing solutions – but because people stop talking to each other. Or don’t want to. Or simply don’t know how.

I wanted to understand what happens between people when things get tense – and how to reopen that space. Not with blame, but with structure and clarity.

My training as a mediator at the Institute for Conflict and Negotiation Management (INKOVEMA) wasn’t just an add-on qualification. It was the logical next step.
Because I don’t just want to support teams when things are going well – but especially when they’re not.

Out beyond ideas of wrongdoing and rightdoing,
there is a field. I’ll meet you there.

- Rumi