Intercultural mediation

Conflicts are generally part of our everyday work

…the more likely it is that intercultural conflicts will arise. When people from different cultures come together, who grew up with different values, rules, etc., misunderstandings easily arise, which is why intercultural mediation is recommended in such cases.
The conflicts, which often arise unnoticed, disrupt everyday operational and professional life. They cost companies money, worsen the working atmosphere and make employees ill. Intercultural mediation is used in conflicts involving international contacts.
It is often unclear what an employee or manager can do. Intercultural mediation enables all those involved to deal constructively with each other and the matter.
In the process of intercultural mediation, the origin of the conflict is clarified. You should seize the opportunity to resolve such situations through intercultural mediation.

Your benefit

Safety and maximum flexibility in international relations
Saving of time
Cost savings
Efficient and smooth working relationships
Conflict resolution

Experienced and there for you!

I offer you special skills for your intercultural mediation

My expertise is based on many years of experience and scientifically sound knowledge as well as on constant cooperation with companies.

As a graduate psychologist, I have been able to gain extensive experience in companies and organizations in more than 20 years. The size of the companies ranges from large industrial companies to medium-sized companies and non-profit companies.

I have been doing intercultural field research for a long time. Stays of several months in numerous countries with different cultures, worldwide so far in 17 different countries on five continents, qualify me for intercultural mediation. The experience with so many other cultures is an important building block for intercultural mediation. My intercultural mediation is based on research results from psychology, intercultural psychology and research.

As a psychologist, with experience as a mediator, university lecturer, manager, trainer and coach with many years of experience in intercultural mediation, I offer you special skills for this.

I support you professionally

A first expert with me discussing intercultural mediation is free of charge for you!
Request my free guide that can support you in cross-cultural interactions in general:

In “Fit for the World” you will find some background information and cultural standards for selected cultures.

Get your individual offer

I offer you intercultural mediation to resolve conflicts

In intercultural mediation

I take care of the design of the procedure and its framework conditions
I am responsible for the procedure, the structure and for good communication between the parties involved in the conflict
I am neutral towards those involved in the conflict and towards the outcome of the conflict
The procedure is absolutely confidential

The solution-oriented intercultural mediation is structured in the following phases

Clarification phase: Preparation of the intercultural mediation and the mediation contract

In a first conversation we clarify your questions about intercultural mediation and about me and my role as an intercultural mediator.
I will receive initial information on the conflict from you. This information is used to decide whether this is suitable for intercultural mediation.
If this is the case, we regulate further organizational issues such as:

Who should be involved in intercultural mediation and who shouldn’t?
Where should the intercultural mediation take place?
When should intercultural mediation begin?
How high are the costs for intercultural mediation?
What is the total time required for intercultural mediation?

The decisive prerequisite for starting an intercultural mediation is the willingness of all those involved to take part in this process. Intercultural mediation can only take place if everyone involved agrees to the process. Those involved in the conflict are solely responsible for the solution.

Introductory phase of intercultural mediation

This is about getting to know each other and checking whether the chemistry is right and whether a relationship of trust can be built up with me as an intercultural media-tor.
I will introduce myself and describe my role as an intercultural mediator. The basic principles of intercultural mediation are explained, rules are agreed according to which the intercultural mediation should take place and the consent of all partici-pants is obtained.
When these things are settled, the actual intercultural mediation begins.

Collection of information and topics for intercultural mediation

All parties to the conflict now have the opportunity to present their point of view and explain what they think the conflict is about.
It is clarified with the participants what they want to achieve through intercultural mediation. Goals are named and along with them there is a list of goals to be ad-dressed. The order in which these goals are to be processed in the intercultural me-diation is also agreed.

Clarification of interests in intercultural mediation

Participants are given the opportunity to comprehensively present their view of the conflict on each topic. The aim of intercultural mediation is to clarify why the conflict came about, i.e. to shed light on the history of the conflict. It is also about presenting your own interests.

Search for creative solution ideas in intercultural mediation

In this phase of intercultural mediation, the search for and the development of the most creative possible solutions takes place, which at the same time do justice to the interests and needs of all those involved, in order to then subject them to a reality check.
The participants are supported by the use of suitable methods in intercultural media-tion.

Closing agreement – selection and evaluation of options

The participants in intercultural mediation now negotiate the best solutions that were developed as ideas. If necessary, additional factual information can also be ob-tained from outside. Finally, those involved in intercultural mediation come to an agreement. Only solutions that all parties agree to are considered. At the end of the intercultural mediation, the solutions are formulated in the form of a binding final agreement and recorded in writing. When everything has been checked and found to be good, all parties involved sign this final agreement.
The intercultural mediation is over.

Implementation & Reflection

It is in the hands of those involved to implement the agreements made in intercul-tural mediation and to check in everyday life whether all agreements are viable. It may turn out that individual topics may have to be renegotiated in another intercul-tural mediation.
There is also the option of arranging additional appointments for intercultural media-tion from the outset, at which the participants will check and discuss the status of implementation with the mediator.

The occurrence of conflicts is inevitable

In companies, employees meet with different interests, which can appear problematic. The motive-driven perception of different personalities and different cultural orientation systems can also lead to conflicts. This is where intercultural mediation can help.
Conflicts are contrary to our need for harmony and are therefore avoided or the escalation spiral of conflicts starts. In conflict situations, those involved often act according to the John Wayne principle: “He or I”, “We or they”. This can lead to the defeat of a participant or a group. Intercultural mediation finds its mission here.
Conflicts cost companies money when the work of departments or projects is affected by smoldering or acute conflicts. Frustrated employees cause high follow-up costs, which lead to even lower productivity, for example through “work to rule”, lack of motivation, lower work performance, sick leave. Intercultural mediation not only makes sense here, it also saves a lot of money.
Conflicts are part of everyday working life. Conflicts occur in every company and every form of corporate culture. What matters is how you deal with it as a company. “Sit out” or an offensive approach? The right way can be found in intercultural mediation. In the medium and long term, sitting out hardly helps, which is why conflicts should be tackled aggressively in intercultural mediation.
Intercultural mediation is the right way to direct the energy of the employees towards coping with the tasks and away from the conflict. Intercultural mediation takes the energy out of the conflict and makes it usable again for the group as a whole and for the individual. In intercultural mediation, I work as a neutral moderator, which is a prerequisite for the willingness of all those involved to find a solution.
Intercultural mediation helps those involved to understand the causes of the conflict and to develop possible solutions. My neutral moderation accompanies those involved in the conflict in a clarifying, solution-oriented process.
The key in intercultural mediation lies at the level of common interests in order to bridge the differences between the parties involved. Intercultural mediation is an informal process with a structured process. Intercultural mediation takes place in several phases, which as a “red thread” give those involved in the conflict clarity and orientation in the process.
Where a conflict arises, there is a need for clarification and there is always the opportunity to resolve the conflict through intercultural mediation.

“Intercultural Mediation” contains two aspects

“Mediation” is a structured, voluntary process for the constructive resolution of a conflict, in which a neutral mediator accompanies the parties involved in developing a solution. This form of conflict resolution has gained in importance in a wide range of work and life areas in recent decades.

“Intercultural” denotes a situation in which people belonging to different cultures work together or cooperate in a professional context. Intercultural mediation brings these two aspects together.