Process Support
As neutral party, we are experienced in addressing dynamics and fields of tension in collaborations.
When, for example, a conflict arises within a management team or board, process-, culture- or conflict coaching can help. By listening to the various parties, addressing the interaction we bring the underlying interests to the table. In this way (escalation of) the conflict can be prevented.
My focus is on preventing conflicts and disputes and, if nothing else, in resolving them jointly.
