An Example Conflict and Crisis Intervention
A top manager faces the question of whether he can continue to work together with a division manager. Tension has built up between the two over a long period of time. From the viewpoint of the executive, the necessary close cooperation is simply not working. He seeks a meeting with a coach from hauserconsulting. Together, they reflect upon how this escalation of the conflict came about, and look for possible appropriate solutions. As a first step, a longer meeting of the three together is agreed upon, which should be moderated by the coach.
At this meeting, the different problems and misunderstandings of the past are worked through. In a careful conversation, the differing expectations of the cooperation can be specified and made clear to the other person.
Mutual feedback facilitates better understanding. The external coach supplements these impressions with his analytical findings from an outside standpoint. This leads to new and surprising perspectives on the situation and the counterpart. Finally, binding rules and regular times for communication are agreed upon.
In a follow-up telephone conversation three months later, both parties report that the situation has become more relaxed, but also that new lines of conflict are becoming noticeable. A second, three-way meeting creates further trust between the two managers and leads to a noticeable and even measurable improvement in cooperation.