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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 you can expect. Here, we answer the most important ones.

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Participants will approach their communication with others differently in the broadest sense of the word, even when situations become difficult or tense. They experience more calm and self-confidence, and have a better understanding of what to do instead of simply reacting to events. The difference lies in conscious action: not being at the mercy of the situation or the conversation, but engaging with it actively and curiously. The focus is on individual behavioral change, which has a visible impact on interactions with colleagues, employees, and clients. Participants often notice a difference during the training itself, which is then further reinforced through practical application.
Yes. Content, methods, language, and cases are fully tailored to the organization’s context. Where necessary, I explicitly immerse myself in the sector, the role, or the workplace itself. Context determines how people communicate and make decisions, and therefore determines how a training program is designed.
Our training programs are suitable for anyone who works with people and is willing to examine their own behavior. They are less effective when participants are under heavy pressure to attend and show no willingness to open up. We address this explicitly.
Transfer is central. We work on awareness and practice with real-life situations during the training, so that participants gain successful experiences. Where possible, we provide follow-up with participants and the client, and together we examine which contextual obstacles might hinder practical application.
The training always starts from the participants’ reality. We work with their own cases, combine reflection with practice and dialogue, and only introduce insights when they are needed. It is not a classroom-style transfer of theory or a PowerPoint-driven training.
Dealing with resistance is a core competency. We create safety and neutrality, name what is happening, and investigate the needs behind the resistance. We do not force anything, but create space so that participants can move forward again and take responsibility for their own learning process.
We always start from what is feasible within the available time. There is no fixed format: we adapt to needs, context, and workload. Where meaningful and desirable, we supplement physical sessions with preparation, digital elements, or phased trajectories to use time efficiently.
We do not work with tricks or imposed behavior. We also look “below the waterline” at beliefs, fears, and automatic patterns that block new behavior. As a result, people dare and are able to apply what they have learned outside the training, in their actual work situation.
Impact becomes visible in behavior. We work with observations from the client and participants, targeted reflection questions, and feedback during the training. Satisfaction is a starting point, but more important is whether people feel confident enough to effectively apply the new behavior.
Follow-up steps are always discussed with the client. This could be a debriefing on transfer, additional depth on specific themes, or individual coaching. The client decides what is desirable and feasible within their own context.
We are happy to think along with you about your context, challenges, and objectives. Not a standard solution, but a targeted approach that works in practice.

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We help organizations bridge the gap between expertise and impact. Let us know how we can help you.