Are you looking for a customized form of conflict management? Do you want to establish a healthy feedback and error culture in your teams with communication training? We develop exclusive in-house events for you, e.g. workshops, coaching sessions or presentations - both online and in person.

In our calendar of events, you will find a wide range of webinars on the topics of conflict management and communication training. Use our presentations to teach your employees, for example, how to address conflicts at an early stage and how to conduct difficult conversations. Our online presentations are recorded and can be accessed flexibly.

Promote the working atmosphere in your company with seminars and workshops on communication and conflict management. Benefit from the mediation experience of our trainers and coaches. Through needs-based and experience-oriented learning, we support your employees in establishing a healthy error and feedback culture. 

Book training courses for your employees in blended learning format. With this mix of e-learning and live coaching, you can offer maximum flexibility to suit any schedule. Thanks to online tools that are independent of time and place, your employees can learn without the pressure of deadlines and at the same time stay connected through personal and needs-oriented live coaching sessions.
 

Conflicts are a burden for all of us. In our group coaching sessions, your employees exchange ideas across departments or companies and develop concrete action strategies for communication and conflict management. The interactive group coaching sessions take place in several sessions in online or face-to-face format. Moderated by experienced coaches, they offer an inspiring platform for exchanging experiences and helpful impulses.

With the "Mindance" app, you provide your employees with a platform for training their mental health. "Mindance" offers a tailor-made complete package of digitalized training programs and workshops with certified coaches.

Many teams and companies lack the confidence to deal openly with mistakes and see them as a learning opportunity - which depends on personality traits and the team culture. In order to promote learning and innovation, however, mistakes should be seen as normal and changeable. However, this change requires a continuous process in which mistakes are accepted rationally and emotionally as an integral part of life.

Contents:
- 5-minute psychological safety audit according to Amy Admondson
- Identify your own behavior patterns: Sara model and personal drivers
- Methods for sustainable change of unproductive patterns
- Techniques for positive reactions to mistakes (mindfulness and cognitive restructuring)
- Using critical feedback as an opportunity
- Tools for establishing a healthy feedback culture in the company


This seminar will help you and your employees
- Understand and promote psychological safety in the team,
- give and receive effective feedback,
- recognize your own behavioral patterns and personal drivers
- deal constructively with mistakes and make behavioral changes,
- contribute to a positive error and learning culture in the team and in the company. (or to develop a positive error and learning culture in the company).

Unclear communication is one of the most common causes of conflicts and misunderstandings in everyday professional and private life. An active feedback culture, on the other hand, reduces ambiguity, promotes orientation, improves processes and increases motivation. Participants in our feedback workshops learn how this can work in everyday communication.

Contents:
- What is positive versus critical feedback?
- Feedback as a tool for learning and setting boundaries
- Characteristics of fair feedback
- Preparing feedback: situation, attitude, goal
- Designing the content and language of feedback
- Rules for receiving feedback
- Separation of observation and evaluation
- Emergency kit for escalating situations

Objectives:
- Knowing the steps to prepare feedback in a targeted manner
- Reflecting on your own attitude
- Practicing the content and language of feedback
- Gain confidence in dealing with difficult discussion situations


Scope: Workshop 4-8 hours

If a conflict becomes entrenched or has already reached a certain level of escalation, it is difficult to resolve it within the team. It is then helpful to have external support with a neutral perspective to help you work through and resolve the conflict sustainably. Support from an experienced moderator or coach is a good option - provided that all parties involved have a serious interest in resolving the conflict.

Contents:
- Agreement and recognition of the fact that there is a conflict
- Clarification of the fundamental willingness of all parties involved to resolve the conflict
- Analysis of the underlying causes and contexts of the conflict
- Reflection on one's own part in the conflict
- Change of perspective, active listening
- Uncovering common ground
- Developing alternatives
- Decision-making and prioritization methods for the team

Goals:
- Promote openness and self-reflection
- Recognize your own role in the conflict
- Develop ideas for solutions
- Developing agreement and agreeing on the next steps
- Promote an open discussion, conflict and error culture

Scope: Workshop 1-2 days

A widespread misconception when dealing with conflicts is that conflict competence means always asserting yourself. But what does conflict competence actually entail? How do you manage to achieve sustainable solutions in conflict situations, communicate appropriately and take other team members along with you?

Contents:
- Early warning signs, escalation stages and identification of causes using Glasl's phase model
- De-escalation techniques, empathy and active listening, based on non-violent communication (NVC) according to Marshall B. Rosenberg and the principles of active listening according to Carl Rogers
- Analysis and reflection of your own conflict type using the Thomas Kilmann conflict model
- Role plays and simulations for the practical application of the models and theories learned in realistic conflict scenarios

Objectives:
- Recognize conflicts at an early stage and take preventive measures
- Gain skills in empathy and active listening in order to de-escalate conflicts
- Analyze and reflect on your own conflict type in order to adapt your behaviour
- Develop effective communication strategies to find sustainable solutions in conflict situations
- Apply the models and theories learned in realistic scenarios to increase conflict competence
- Increase and consolidate their own overall conflict competence


 

Difficult conversations are an unavoidable part of our lives and take place in many areas - at work, in the family or with service providers. In order for these conversations to be constructive, the same pattern is always required: preparation with clear goals and self-reflection as well as skills such as empathy, active listening and solution orientation are needed. Techniques and methods that make it easier to conduct conversations are also helpful.

Contents:
- How do I prepare for a difficult conversation?
- From opening to closing: phases of a conversation and how to organize them
- Concrete methods and techniques: e.g. I SPEAK, "SAY IT" method
- Exercises on active listening and communication strategies
- De-escalation communication techniques
- Practical cases and application

Objectives:
- Gain more confidence in difficult conversations
- Improve communication skills
- Strengthen empathy skills
- Learn concrete conversation techniques
 

The method of non-violent communication (NVC) according to Marshall B. Rosenberg can also help teams to communicate honestly and empathetically. It strengthens mutual trust, promotes team spirit and helps resolve conflicts more quickly.
In this group coaching session, participants reflect on how we can make clear what we really need in a conversation. With the help of non-violent communication, we get to the bottom of our own needs (and those of our counterparts) and learn to formulate them clearly.

Contents:
- Introduction to the model of non-violent communication according to Marshall B. Rosenberg
- Exercises for self-reflection in order to recognize and name our own needs and feelings
- Active listening and empathic understanding
- Application of NVC techniques for de-escalation and conflict resolution using role plays
- Group reflection and peer feedback to further develop your own communication skills

Objectives:
- Communicate clearly and empathetically
- Understanding your own communication patterns
- Identifying individual needs and feelings
- Promote the ability to actively listen and respond to the needs of others
- Managing disputes constructively
- Finding sustainable solutions
- Positive changes in the way conflict is communicated
- Building respectful and appreciative relationships 

Communication is the key to successful cooperation and conflict resolution. It's not just what we say that matters, but how we say it and pick up on what our counterpart is saying. Learn how to get around communication barriers and convey your messages clearly and empathetically by using transactional analysis and the "I'm OK, you're OK" principle to improve your relationships in the long term.

Objectives:
- Understanding the basic principles of communication psychology
- Application of the principles of transactional analysis in a professional and private context
- Ability to identify and avoid communication blocks according to Thomas Gordon
- Developing empathic and authentic communication skills.

Contents:
- Application of the "I'm OK, you're OK" principle to improve interpersonal interactions (transactional analysis)
- Recognizing and avoiding the 12 typical communication blocks according to Thomas Gordon
- Influence of feelings and thoughts on communication
- Recognizing and understanding different personality structures and their influence on communication using the Riemann-Thomann model
- Advanced communication: understanding the principle of psychological games