Mediation
A professional format of structured facilitation in situations of conflict and tension — without intervention, directives, or pressure toward resolution.
The task is not “reconciliation,” but the fixation of positions, support of awareness processes, and facilitation of alignment within the system — whether individual or team-based.
The task is not “reconciliation,” but the fixation of positions, support of awareness processes, and facilitation of alignment within the system — whether individual or team-based.
25self
Objective
De-escalation and support of psychological resilience in situations of interpersonal conflict, divorce, disrupted contact, parental negotiation, or role ambiguity.
Includes
• Structuring the positions of the parties
• Fixating expectations, boundaries, and points of tension
• Accompanying the process without judgment or pressure
• Visualizing the conflict through a map: positions ↔ resources ↔ constraints
• Supporting transitional states (divorce, loss, separation)
• Fixating expectations, boundaries, and points of tension
• Accompanying the process without judgment or pressure
• Visualizing the conflict through a map: positions ↔ resources ↔ constraints
• Supporting transitional states (divorce, loss, separation)
Formats
• Individual fixation of positions and facilitation of the negotiation process
• Observational sessions with structured visual fixation
• Written mapping of roles, tensions, and needs
• Fixation of interaction dynamics and role-based responses
• Observational sessions with structured visual fixation
• Written mapping of roles, tensions, and needs
• Fixation of interaction dynamics and role-based responses
Professional Principles
• No diagnosis, interpretation, or evaluation
• No therapy, coaching, or behavioral correction
• Work is conducted through observation, fixation, and structured description
• Not personality analysis — but fixation of recurring patterns
• No goal of “helping” — the task is to enhance awareness and resilience
• Ethical standards: voluntariness, confidentiality, and non-coercion
• No therapy, coaching, or behavioral correction
• Work is conducted through observation, fixation, and structured description
• Not personality analysis — but fixation of recurring patterns
• No goal of “helping” — the task is to enhance awareness and resilience
• Ethical standards: voluntariness, confidentiality, and non-coercion
Methodological Foundations
• Applied Conflict Psychology and Family Dynamics
(Deutsch, M.; Halperin, E.; Minuchin, S., 1973–2015) — non-directive approaches to intrapersonal conflict and systemic patterns in family-based interactions.
(Deutsch, M.; Halperin, E.; Minuchin, S., 1973–2015) — non-directive approaches to intrapersonal conflict and systemic patterns in family-based interactions.
• Boundary and Contact Psychology
(Perls, F.; Philippson, P.; Staemmler, F. M., 1951–2018) — observation of boundary regulation processes in relationships without reliance on interpretive techniques.
(Perls, F.; Philippson, P.; Staemmler, F. M., 1951–2018) — observation of boundary regulation processes in relationships without reliance on interpretive techniques.
• Ethical Facilitation and Non-Directive Support
(Heron, J.; Schwarz, R., 1989–2015) — structured presence in emotionally charged or polarized states, without applying pressure or imposing change.
(Heron, J.; Schwarz, R., 1989–2015) — structured presence in emotionally charged or polarized states, without applying pressure or imposing change.
• Stress-Informed Mediation and Trauma Sensitivity
(van der Kolk, B.; Fosha, D.; Levine, P., 1994–2021) — recognition of dysregulation, internal ruptures, and patterns of withdrawal or escalation.
(van der Kolk, B.; Fosha, D.; Levine, P., 1994–2021) — recognition of dysregulation, internal ruptures, and patterns of withdrawal or escalation.
• Phenomenological Observation and Narrative Fixation
(Gendlin, E.; Weiser, J.; Varela, F. J., 1981–2004) — the use of verbal and visual micro-fixations as access points to self-regulation and emotional coherence.
(Gendlin, E.; Weiser, J.; Varela, F. J., 1981–2004) — the use of verbal and visual micro-fixations as access points to self-regulation and emotional coherence.
25Team
Objective
Facilitation of internal team conflicts, disrupted role distribution, and distorted interaction structures.
The aim is to fixate hidden tensions, unrecognized conflicts, and competing interests that affect team effectiveness.
The aim is to fixate hidden tensions, unrecognized conflicts, and competing interests that affect team effectiveness.
Includes
• Fixation of conflict structures without interpretation
• Analysis of tension architecture: contacts, roles, frustration zones
• Alignment of positions without pressure
• Working with resistance, perceptual distortions, and role-based conflicts
• Non-interventionist facilitation: observation, fixation, structured accompaniment
• Analysis of tension architecture: contacts, roles, frustration zones
• Alignment of positions without pressure
• Working with resistance, perceptual distortions, and role-based conflicts
• Non-interventionist facilitation: observation, fixation, structured accompaniment
Formats
• Team-based fixation sessions
• Visualization of conflict architecture (tensions and roles)
• Analytical written blocks without interpretation or recommendations
• Fixation and archiving of resistance patterns and role disruptions
• Non-judgmental facilitation of awareness and role stabilization processes
• Visualization of conflict architecture (tensions and roles)
• Analytical written blocks without interpretation or recommendations
• Fixation and archiving of resistance patterns and role disruptions
• Non-judgmental facilitation of awareness and role stabilization processes
Professional Principles
• No interpretation or directives
• No therapy, coaching, or training
• Facilitation through fixation and observation
• No goal of “reconciliation” — the focus is structural stabilization
• Preservation of each party’s autonomy
• Adherence to professional ethical standards: confidentiality, voluntariness, and non-coercion
• No therapy, coaching, or training
• Facilitation through fixation and observation
• No goal of “reconciliation” — the focus is structural stabilization
• Preservation of each party’s autonomy
• Adherence to professional ethical standards: confidentiality, voluntariness, and non-coercion
Methodological Foundations
• Organizational Mediation and Conflict Engagement
(Lowman, R. L.; Bush, R. A. B.; Folger, J. P., 1994–2016) — frameworks for resolving intra-organizational conflict based on self-regulation and dialogic resilience.
(Lowman, R. L.; Bush, R. A. B.; Folger, J. P., 1994–2016) — frameworks for resolving intra-organizational conflict based on self-regulation and dialogic resilience.
• Team Conflict Frameworks and Group Tensions
(De Dreu, C. K. W.; Jehn, K. A., 1995–2010) — analysis of cognitive and affective conflicts in teams, escalation patterns, and team decision dynamics.
(De Dreu, C. K. W.; Jehn, K. A., 1995–2010) — analysis of cognitive and affective conflicts in teams, escalation patterns, and team decision dynamics.
• Psychological Safety and Systemic Error Analysis
(Edmondson, A. C., 1999–2023) — observation of failure, risk response, and latent tensions as indicators of organizational fragility.
(Edmondson, A. C., 1999–2023) — observation of failure, risk response, and latent tensions as indicators of organizational fragility.
• Collective Regulation and Distributed Decision-Making
(Woolley, A.; Malone, T. W.; Berger, J. G., 2010–2020) — mapping team cognition, distributed authority, and shared ownership of strategic direction.
(Woolley, A.; Malone, T. W.; Berger, J. G., 2010–2020) — mapping team cognition, distributed authority, and shared ownership of strategic direction.
• Systemic Transition Facilitation and Group Adaptation
(Garvey Berger, J.; Rock, D.; Heifetz, R., 2006–2020) — enabling structural shifts, adaptive cycles, and leadership realignment in complex environments.
(Garvey Berger, J.; Rock, D.; Heifetz, R., 2006–2020) — enabling structural shifts, adaptive cycles, and leadership realignment in complex environments.
Construct of Psychological Resilience
