News

Conference presentation on project results

The results from the DAAD project "Activating Survey on the Need and Demand for Mediation (2018)" were presented by Alexander Redlich on October 16, 2020 at the Interdisciplinary Research Colloquium at the European University of Applied Sciences Hamburg, which was conducted by the German Mediation Research Group.

An offer for online conflict coaching as part of a research project

Within the Conflict Dialogue project, the psychologist, mediator, and coaching specialist Yuliya Zhygulina-Fahl and Psychology professor Alexander Redlich offer mediative online coaching in the Russian language for people who have conflicts. It's free. (See also the new presentation about mediative conflict coaching. Open Microsoft Office programs (Powerpoint, Word, etc) without Microsoft Office? Download Internet Explorer and use the material by the browser!)

Mostly, conflict coaching lasts between 2 and 10 hours within 1-6 weeks. The goal is to support the coached person (“coachee”) emotionally and specifically in clarifying and solving their conflict themselves. To this end, the coach and coachee first discuss the background of the conflict from the coachee's perspective. They also include the perspective of the conflict partner. Based on this clarification, both then develop solution ideas and work out the best ideas so precisely that the coachee can implement them competently. The coach supports this implementation. 

Conflict coaching - an example

A computer specialist feels "bullied" by a department in his company. He contacts the conflict coach with the question of how he can change this. When exploring his point of view of the situation, the coach finds that he feels that the head of the department disparages him often. She criticizes him at every opportunity and talks badly about him. She stamped him as incompetent and often compared him to his predecessor, who was said to have been perfect. He says nothing about it but is pulled down emotionally and tries to avoid her. Change of perspective: When asked what the conflict partner would say when asked about the conflict, he said that she would probably find him too slow, unreliable and unfriendly. He casually mentions that she may reject him because of his shyness and silence. They both also play through typical conflict situations in role play.
After it has become sufficiently clear what it is about, they collect creative ideas and write them on small cards: talk to her about the degrading; find a colleague to look after her; self-training for mental robustness; contact the supervisor; ask other administrators to speak to her; behave more friendly towards her; talk about her fears, etc. They now specify promising ideas: 
(1) Dialogue with the conflict partner: in role-play, they try out when, where and how the coachee addresses the head of the department, how he formulates the topic of "feeling degraded" and how he could conclude the conversation with an agreement. He is also prepared for a rejection and practices a friendlier style of communication. 
(2) Relaxation training: The coach recommends him a course for Autogenic Training to specifically reduce stress and negative feelings.

(3) Emergency option: Both discuss how the coachee can talk to his supervisor and his IT colleagues to change the department if necessary. These measures are recorded in an action plan.

In the following weeks, there is this dialogue with the head of the department who reacts positively to taking the initiative. She doesn't want him to come unannounced to make technical changes. They agree that he will announce his activities in the department at least three days in advance. She promises to no longer spread criticism of him in the department, but to report it directly. Autogenic training doesn't appeal to him. Instead, he learns a stress vaccination method with progressive muscle relaxation.
In an evaluation phone call after 3 months, he says that the stress management method helps him very well in other situations and that he is now responsible for other departments of the company. In these departments, he made sure from the start to announce his visits in good time and also to maintain more contact with the other employees.

So if you have conflicts at work, with your neighbors or in your family and are interested in conflict coaching, you can contact Ms. Zhygulina-Fahl via the following e-mail address: yuliya.fahl@gmx.de.
Anyone who knows people with conflicts can draw their attention to this offer.

Yuliya Zhygulina-Fahl holds a Psychology Diploma of the University of Hamburg, is a trained mediator and coach. She works as a freelancer in Germany and Russian-speaking counties.

Documentation of information formats on mediation is now available

If you want to spread mediation in Russian speaking regions, you will find many suggestions and specific instructions here (in Russian).

As announced in an earlier message below, a commented anthology on various forms of mediation information in the project countries has appeared in March. In 2019, the project partners carried out numerous information formats such as websites, blogs, TV and radio appearances (Azerbaijan), roadshow (Kyrgyzstan), information events (Ukraine), demonstrations, presentations (Moldova), workshops (Germany). A selection of the information formats is described in this anthology in Russian. This project was sponsored by the German Academic Exchange Service within the program "East-West Dialogue".

Next project was approved

The German Academic Exchange Service has accepted our proposal for 2020. It's called "Conflict Coaching: Training and Dissemination of a Low-threshold Conflict Treatment Procedure". In nine partner regions, we're going to teach mediators to coach one conflict party resolving the conflict on its own. The result of the project is a trainer's handbook that will be published online for free in Spring 2021. Also, we will test the advantages and limitations of online-meetings to reduce the traveling-caused burden of climate. For that, the nine partners will carry out one face-to-face workshop and three online-workshops. The workshops are to prepare and evaluate the pieces of training in the regions.

New edition on "Konfliktmoderation mit Gruppen"

Alexander Redlich's monograph on the facilitative treatment of conflicts within and between groups has now been published in its 8th edition - in German. The book has been completely revised and supplemented. Short reports from more than 70 conflict cases specify the theoretical basis and practical intervention methods and techniques. Moreover, a new chapter on conflict moderation between groups has been added. The book is addressed to mediators, team developers, and moderators as well as students - to all who want to expand their knowledge and repertoire of action in conflict management and justify it theoretically. Link to the publisher

Report on the evaluation workshop "Information Formats" on September 27 and 28, 2019

The partners of the DAAD project met in Kyiv for a 2-day evaluation workshop. The goal of the workshop was to reflect the ongoing work on setting up mediation bureaus and developing information formats for mediation. On the 27th of September, the project partners were invited by five interested parliamentarians and the Commissioner for Human Rights, Olena Stepanenko, to the Parliamentary Representation for Human Rights to provide them and their staff with concrete insights into the project. They were interested in the goals and types of Mediation as well as the concrete work in the project. The project partners presented the information formats they had developed and reported on their experiences. Get the report here.

Report on the results of a survey on conflicts and obstacles to using mediation in Baku, Bishkek, Chisinau, Hamburg, Kyiv, Odesa, and Vynnitsa

In 2018, the project partners carried out an applied research project to assess communal needs to resolve conflict and recognize obstacles to using mediation. The project's goal was to collect data directly from the people who are concerned with conflicts in their communities and organizations. 133 interviewees described three conflicts they had experienced in their environment and answered questions about conflict issues, dynamics, and results of these conflicts. Get the report and presentation in German and Russian here.