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BrainTrain now also has two certified Mediators in Social Affairs (labor relations) in-house.

From now on, you can also turn to us for mediation between individuals or parties in the workplace. Because where there is no wind, there is no movement…

Below, we provide a few tips for when you identify conflicts in the workplace:

# Stay away from positions and stances

Help people articulate their underlying interests rather than defending specific positions with (counter)arguments. And, of course, perform the same exercise for yourself if you are a party involved.

# Be compassionate

Welcome to the club of real human beings. People simply have their buttons pushed, feel backed into a corner, unheard, unseen, or aggrieved… and then react emotionally. Look past that emotion to the person behind it. Do not take emotions personally; instead, observe them with compassion and without judgment.

# Do not expect reconciliation while emotions are running high

People want to be understood first. Sometimes, they even need help to better understand themselves. They must first be ‘grounded,’ so to speak, long before you can expect them to be open to another’s perspective. Tip: stop transmitting and start receiving.

# Cold and hot conflicts

Make no mistake. Cold conflicts (conflict-avoidant behavior, not hot-headed, more ‘below the surface’) are no less damaging to the relationships in your organization or team than hot conflicts (heated, loud, highly visible).

# No one has a monopoly on the Truth

Every party has their own perception and experience of the conflict, which is true from their own position. It is necessary to gather all perspectives to gain a better understanding—even if a perspective contradicts your own perceptions and value judgments.

# Even mediation has its limits

Sometimes a conflict has escalated too far even for mediation to be effective. In such cases, the organization or hierarchy must establish a clear framework that sets definite boundaries for the parties involved.

And there are so many more insights into conflict management and mediation…
In any case, if a situation is truly too challenging to handle yourself, reaching out to a mediator is a wise choice.

Insights on leadership, communication, and collaboration in practice

Discover articles and videos on behavior, difficult conversations, team dynamics, and influence — with practical tools that work, even when the pressure is on.
Frequently Asked Questions

You may still have questions about how we work or what to expect. Here are the answers to the questions we're asked most often.

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Participants develop a different approach to communication in the broadest sense of the word, even when situations become difficult or tense. They experience greater calm, increased self-confidence, and a clearer understanding of how to respond rather than simply react. The difference lies in acting consciously: not being at the mercy of the situation or the conversation, but engaging with it deliberately and with curiosity.
The focus is on individual behaviour change, leading to a noticeable improvement in interactions with colleagues, team members, and clients. Many participants notice the difference during the training itself, with those new behaviours becoming firmly embedded through continued practice in the workplace.
Yes. The content, learning methods, language, and case studies are fully tailored to your organisation and its specific context. Where needed, I take the time to immerse myself in your sector, your roles, or even your workplace. Context shapes how people communicate, collaborate, and make decisions—and that is exactly what shapes the design of every training programme.
Our training programmes are designed for anyone who works with people and is willing to reflect on their own behaviour. They are less effective when participants attend only because they are required to and have little or no willingness to engage. We address this openly from the outset.
Applying new learning in the workplace is central to our approach. Throughout the training, we combine self-awareness with practical exercises based on real-life situations, enabling participants to build confidence through successful experiences. Where appropriate, we provide follow-up support for both participants and the client, identifying together any organisational or contextual barriers that may hinder the transfer of learning into daily practice.
Our training programmes always start from the participants’ own day-to-day reality. We work with their real-life situations, combining reflection, practical exercises, and dialogue. New insights are introduced when they add value—not through classroom-style teaching or PowerPoint-led presentations.
Working with resistance is one of our core strengths. We create a safe and neutral environment, acknowledge what is happening, and explore the needs and concerns underlying the resistance. We never force change. Instead, we create the conditions in which participants can move forward at their own pace and take ownership of their learning.
We always work within the time available. There is no fixed format: every programme is tailored to your needs, organisational context, and operational demands. Where it adds value, we combine face-to-face sessions with preparation, digital learning, or phased learning journeys to make the best use of everyone’s time.
Many training programmes focus on skills and techniques. We go a step further by addressing the beliefs, fears, and automatic patterns that shape behaviour. By combining practical skills with deeper behavioural insight, we help people create lasting behaviour change that carries over into their day-to-day work.
We measure impact through observable changes in behaviour. Throughout the programme, we use participant and client feedback, structured reflection, and behavioural observations to monitor progress. For us, success is not measured by how much participants enjoyed the training, but by the extent to which new behaviours are applied and sustained in the workplace.
Follow-up is always tailored to the client’s needs. This may include reviewing how learning is being applied in the workplace, exploring specific themes in greater depth, or providing individual coaching. Together, we determine what will add the greatest value within your organisational context.
We’ll be happy to explore your context, challenges, and objectives with you.

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