Co-mediation

Co-mediation means that two mediators work simultaneously; one of them shall have a legal profession, the other a therapeutic-psychological profession. This model has obvious benefits: for example mutual relief, better opportunities for monitoring, consulting or reflection of the interaction; but also professional and liability reasons.

The extension of complexity by a second mediator, however, raises additional problems, such as the coordination with each other or the creation of conflicts between the mediators and how they handle it. In addition, this model is also more expensive and complicated simply because of the logistics of time. However, co-mediation has proved to be particularly useful in very sensitive cases. However, in conflicts within and between groups (especially in the environmental mediation), co-mediation and team-mediation become a necessity “legis artis”.

Competence in best-practice

Competence in best-practice means core competencies for success-constitutive acquisition, order clarification and design up to a phase-oriented handling of actual projects and processes with goal-oriented demand for business excellence and best practice performance. The development of a personal USP.

Competence in leadership

Increase of the social competence in dealing with clients, employees and cooperation partners. Recognition of interdisciplinary overall contexts of mistakes in organization, business, practices and leadership. Recognition of the limits of influence. Promotion of motivation, team spirit, followership, success orientation and consequences for results. Call for loyalty, identification, power, development, excellence. Balance of work, family and leisure. Increase of the own leadership. Code of a responsible advisory and leadership style.

Competence in reflection

Expansion of behavioral competence: reflecting, exploring, learning from social communicative competence, action/reaction patterns in different leadership situations in practice as well as sharpening the ability of orientation and flexibility. Team, group and organizational competences as well as identification of relevant interfaces and patterns of social systems.

Confrontation

Confrontation (from the Latin confrontatio) is a comparison of mutually interfering and initially incompatible opinions. It establishes a conflict and describes the opinions through positions of the litigants with the aim of solving the conflict by giving up or getting the individual positions closer. The conflict resulting from the confrontation may be solved with or without violence. Law and civilization generally lead to a solution by negotiations. The conflict resolution can end in giving-up one of the two positions (win-lose), in a result which is satisfactory for both parties (win-win) or the conflict can be solved by a compromise, such as getting the two positions closer.

(Wikipedia)

Congresses

Congress (from the Latin congressus) stands for "meeting" and is a gathering of people who work or who are interested in a particular topic.

(Wikipedia)

Contact

 

FALK GmbH
Business Innovation Mediation
Palais Sterneck, Sterneckstraße 19
A 9020 Klagenfurt am Wörthersee
T +43 463 50 00 15
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