INKOVEMA Podcast „Well through time“
#192 – Conflict Culture Playbook (Publication 2024)
From Restorative Justice to Restorative Circles to Restorative Conflict Management?
In conversation with Hendric Mostert & Dana Hoffmann
Hendric Mostert: Organisational developer and mediator, a business psychologist by training, who is enthusiastic about new ways of working, drives change processes in companies and successfully resolves conflicts. He was honoured with the New Work Award for his outstanding work. Personalmagazin ranks him among the top 10 HR influencers in 2024.
Dana Hoffmann: Moderator, trainer and coach for managers and teams. A journalist by training. As a systemic organisational developer, she advises and supports organisations and teams on the way to effective meetings, an effective feedback and conflict culture and more psychological safety.
Well through time.
The podcast about mediation, conflict coaching and organisational consulting.
Contents
Chapter
0:00 – Conflict culture in organisations
3:49 – The diversity of conflicts
7:57 – Culture and attitude in conflicts
12:38 – The path to psychological safety
15:51 – The role of mediators
19:11 – Dealing with resistance
24:16 – Restorative Circles as a method
28:25 – Transfer to organisations
37:16 – Commonalities of organisation and community
45:28 – Fixed spaces for conflict resolution
Summary
The podcast „Gut durch die Zeit“ is all about the central importance of conflict culture within organisations. In this episode we talk to Dana Hoffmann and Hendrik Mostert, authors of the „Conflict Culture Playbook“. They share their insights and methods for managing conflict constructively and improving the culture of communication within organisations.
The conversation begins with a basic understanding of conflict - that it is unavoidable in every organisation and is often not addressed openly. Dana, as a journalist and facilitator, and Hendric, as a business psychologist and mediator, talk about their experiences and the need to establish an open conflict culture. They emphasise that many employees often feel that their concerns are not heard and how important it is to create a space in which they can feel safe.
Dana and Hendric explain that the first challenge lies in overcoming existing fears when dealing with conflicts. The conflict is often not seen or even ignored due to a lack of communication, which can lead to more intense tensions. In order to break through these barriers, they present methods that help to remove the dust from conflict discussions and promote open dialogue. Especially the Method „Meet the Elephant“ is presented, in which the employees' fears about the conflict are first addressed anonymously before the actual topic is discussed. This approach enables a cautious approach to the conflict situation and helps to create a sense of security.
Another key point in the discussion is the need to establish fixed routines and structures for dialogue. Hendric emphasises that without defined time slots in which conflicts can be addressed and dealt with, important issues often fall by the wayside. He and Dana call on companies to do this, Create regular opportunities for employees to voice their concerns in a protected environment. The solution is not exclusively expected from mediators, but should be supported by the people within the organisation.
In summary, in this episode Dana and Hendric offer valuable perspectives and practical tips on how organisations can build a healthy conflict culture. Their book „Conflict Culture Playbook“ contains a variety of methods that serve to not only perceive conflict as a disruptive factor, but to use it as an opportunity for positive development. It is worth implementing these approaches in every organisation in order to promote long-term success and establish a culture of open communication.
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Mostert, H. / Hoffmann, D.: Conflict Culture Playbook, 2024
Transcript of the episode
[0:00] Conflict culture in organisations
[0:00]How feels itself the to, when I on Eye level ins Understanding come and even then one Conflict clarify or a Concerns clarify? And often have we even not the Experience made and then is it complete, that the good goes out, because we even not the optimal Strategies so far utilised have. And then is natural the Fear in the Room. Cordially welcome to the Podcast Good through the Time, the Podcast round at Mediation, Conflict coaching and Organisational consulting, a Podcast from Incofema. I am Sascha Weigel and welcome you to one new Consequence. Today shall it direct at the Topic Conflicts go. Conflict culture in Organisations whole exactly taken. And Occasion offers one Publication mine both today Studio guests here in the virtual Podcast studio. These Publication, the itself Conflict Culture Playbook calls. And their Authors Dana Hoffmann and Hendric Mostert are today with me to Guest and I happy me about it whole especially. Hello and cordial welcome. We look forward to us also. Hello Sascha. Many Thanks to for the Invitation.
[1:01]Yes, very with pleasure, because the Book me so to speak presented was and I was both from the Contents as also from the Haptics, as also from the Optics heavy taken with. A Book, the itself really with pleasure read leaves. And with the her so the Topic Conflict culture picks up on. Before we so thematic get in, first times to yourselves. Who are her and like comes it in addition, that her to Conflicts what writes? Dana, who are you? Ah, the wanted I straight Hendric introduce. Na, there make I it with me itself. Goes also lighter in the Doubts. I am from House from Journalist and Moderator, so Moderator in the Senses from Stage and a little Television. And am but also systemic Organisational developer. And for me is the in this respect none Contradiction, as that I as Moderator, no matter whether I in Workshops or in Coaching settings am or on the Stage stand, I am always one Translator, one Transport aid, one Bridge builder, like also always, from Information on between People. And so is the for me total obvious, that I now the do, what I do.
[2:13]Conflicts and Conflict resolution are a Part mine Labour and the, the me natural current on Most Enthusiastic and busy. Hendric, then set you you but itself before and then watch we times yet, what her each other supplement want also, what Important is, at you to understand. Very with pleasure. I am Business psychologist and Organisational developer and Mediator. The could one whole good so describe. In the Contexts am I on the road. Mainly goes it with me therefore, in mine daily Labour Effective Labour to enable. Effective Labour I as Human, that I effective will, effective we as Team, but even also as Organisation. Since many years even in the Context from Agility and New Work before all Things in the Use and accompany there small and large Organisations also before all Things in the Context the cultural Transformation. Since have I the last years but always more noted, OK, only Structural change alone reaches not. Therefore must on each Case one Cultural change follow and before all Things must we in the Relationship space invest. Agility and New Work comes even on the Limits, when we it even not create.
[3:18]One Conflict culture to establish. And the is so our Hobbyhorse become, that we said have, OK, there want we before all the Contribution perform and before all the People more in Connection again bring. Yours have Yes the Topic with Conflicts so to speak tackled, the in all Areas and everywhere arises. So each Conflict book, believe me, goes so loose in the first sentences. Has everyone, gives it everywhere, can one nothing make, must so that somehow good get along. And nevertheless wants none above talk. So yes, or in the last months
[3:49] The diversity of conflicts
[3:48]write incredible many about it. When one the in the Bookshop looks at, Conflicts had meanwhile a own Shelf get.
[3:55]In this respect want at least many about it not only write, presumably want there many also above read and what about it experience. What are because, says I times like this, Key points or Key data the Contexts, on their Base this Book is based on? It smells and sounds natural first times to Organisation and not now to Family. What are because the Organisations so from the Typology here, where her Conflict management carries out? Is the wide diversified, sharpened, that we us so a Picture make can, in which Areas her now Conflict management and Conflict culture edited? In the Reason is the in fact, like you say, very wide diversified, because, it is now redundant, but we have all Conflicts constantly and everywhere gives it Conflicts, larger and smaller. The means, our Working area or ours Target groups from the small, super innovative Three-person start-up until towards to one Large corporation and everything in between, Craft enterprises, what white me, it can in the Reason all be.
[5:01]Clean theoretically, when one it now really exaggerated formulated, and there are we not active in the Area, could one it natural also on the Range Family, School, Education, so one can the natural roll out. The is now none economic Topic, says I times. And also our Approach is the not. And so like we on the road are, perhaps there the Difference, we make not only simple pure Conflict training or Workshops. The is Yes often even the Approach, Okay, we send ours Employees in, two Days in any Training, learn but the www.de method as Feedback method or the Four-step style the non-violent Communication and then shall it round run. Power one the today yet? Absolutely, on each Case. So get I always again with. I am Yes also in Employment with one large Mobility company in the Long-distance and Local transport active. The Smile See we you in the Podcast.
[5:53]And there is Yes the Case, that, so classic www.de method is so the Standard feedback method, the there mediates or trained becomes. And then was it the almost also already. And we say, OK, next to Training measures must we on each Case first also in the Teams Routines create, but also the Organisation has one Responsibility. When I on this three Levels from Individual, Team and Organisation there invest and work, then can I really also one good Conflict culture establish. And only wait, until it then bangs, is even also not the Option, but we must rather also Formats create, at proactive Dialogue at all ensure. Yours have Yes Yours Book also already in the Title clear made, what about it you goes. It goes not only at Conflict, but at Culture. So packs so that so to speak a Topic to, the heavy tangible is, very demanding is and not in the Organisation chart somehow recognisable becomes. And when one times now, what white me, common other Methods says, must we stop about the Strategy talk or must we the Structure change, the Process organisation, so that even certain People itself not more ins Enclosure come.
[7:02]Then is the Yes obvious something completely other, as where her tackles, when it to Conflicts comes. Yours goes direct on the Conflict culture. What is for you there the The basic idea? Why Culture tackle and not simple the People deal with?
[7:18]The closes a little actually on the to, what Henrik straight said has. So only to watch, we have here Conflict officer or a Pool of mediators or, or, or. So we grab first then in, when it really one visible Conflict gives. The Conflict gives it Yes probably already long before, before he at all visible becomes. And the is to our Opinion not meaningful. Culture means for us one holistic Viewing, also one Kind from Strategy, from Agreement. It has also much with Posture to do, like one Organisation with Conflicts handles.
[7:57]
Culture and attitude in conflicts
[7:53]The can even mean, that it so one Conflict guide gives. So when Conflict, then first so try, then that. And whole to the Conclusion gives it perhaps one Mediation. The must not absolutely in writing be. So the is our Understanding from Culture, the Attitude, the Handling with Conflicts in one Organisation holistic and on all Levels, so like Henrik the straight described has. So the can then quite in the Structure the Organisation transition, what her as Culture or cultivated Handling with Conflicts then causes have. The must a Part the Structure be. The is not either or and the belongs to together.
[8:34]And we need also solid Structures even in the Everyday life, at at all in the Exchange to go. So there solid Rooms and Routines at all to establish, so that it even not only then on End the classic Mediation then becomes. With both Terms falls me always what on and perhaps can we there together again reindenken. With Conflicts and with Culture, that on the one Page clear becomes, we need one Culture.
[9:01]As when we them still not would have, so one Conflict culture. On the other Page can one always mostly also still listen in and the comes also sometimes so with you in the Book also with out, each has one Culture, so none Organisation comes without Culture from. When all one Culture have, is Yes that, for which he then entry, somehow delimitable from the other Cultures. What are the Criteria, where her say would, now is sufficient good Culture there? The Define Yes not we, the Define Yes the Members the Organisation for itself. And yes, like you say, Sascha, each Organisation has one Conflict culture, has perhaps also one Work culture. So Culture is also so a little a very great, more open Term. And it can also be, that these Culture not somehow systematic elaborated been is and that them nevertheless works. When the so is, sincere Congratulations. Then are we Yes the Last, the come and say, nope, so in our Book stands it but different, make the now please so and like this. But the Impulse must Yes from inside come.
[9:58]What belongs to now in addition to one, so not only to one Conflict culture, we describe it also as effective or good or positive Conflict culture in the Book, that we Things early address, without the Fear to have, that I thereby one negative Consequence experience. So first prevails psychological Security in one positive Conflict culture. So I am in the Location, I trust me, Things to address, without somehow a Risk to wear, that I perhaps somehow implicitly, explicit from mine Superiors rated will or somehow social ostracised will, in the Extreme case from mine Colleagues.
[10:36]And then but also even, we have Rooms and Routines, where we Things early accordingly address can, so that we even with conflicts, with Tensions, that the really as Fuel for the Organisation utilised become. Because, like you Yes already on Beginning said have, each Organisation has Conflicts and we must with those even a Handling find, good the usable to make. The good Usability and the Effectiveness both the individual Persons as also for the Organisation, the have Yes different Goals. And the found I also beautiful on your Book, that now not only the Person X with Person Y one Conflict has and in the Senses from I can the not smell or I can the not suffer, but it gives even also Conflicts, there is the Organisation involved. The has Interest, in favour paid them much Wage, in favour makes them Huge effort, that them their Interests with the help of the Employees somehow also Fulfilled sees. The are Yes also different the Interests the individual Employees. Also there arise Yes the Conflicts and Conflicts.
[11:42]I find none Way out from this Contradiction, that there Fear OK is, because understandable, so like creates her anxiety-free Rooms, when Conflict culture means, a more open Exchange, on End can it also apart Go or one must even stay together, also when one it not wants. So the means, Openness and Uncertainty belong to to the Business in the Conflict management and so that also Fear and Fears. So first whole important, because you the with the Separation also straight already addressed have.
[12:14]Conflict, Clarification or also Solution, the are for us two various Things, can we with pleasure later again explain, mean Yes not absolutely, that itself afterwards all in the Poor lie and itself dear have and all one Opinion are. Therefore goes it not, but it goes therefore, the different Positions, Perspectives, Backgrounds visible and understandable to make. And on the Basis looks one then continue.
[12:38]
The path to psychological safety
[12:39]Possibly comes it to one Separation, possibly happens something whole other. Perhaps have itself also all dear afterwards. Therefore goes it us in the Core not. And what these psychological Security concerns and the protected Room, the works natural not, by we go in and say, so Friends, now have we here one Chair circle and now says times each really whole honest, where the her goes. Anxiety sweat. Yes, but in the Chair circle, so smaller Spoiler, in the Chair circle comes one with us not rum. The happens whole cautious and it needs Time. And the People must slowly Trust to each other, but also natural to their Team, to their Organisation build up. Since can one with whole small, low-threshold, with Bunny exercises first start, on all Levels. So also here have we then whole fast again the Levels with in the Game.
[13:31]Man must so first really the Experience make. How feels itself the to, when I on Eye level ins Understanding come and even then one Conflict clarify or a Concerns clarify? And often have we even not the Experience made and then is it complete, that the good goes out, because we even not the optimal Strategies so far utilised have. And then is natural the Fear in the Room. And ours Experience shows, when Teams, when People the Experience make and remember, yes, it costs although Energy and it is also exhausting and at the same time has it but to one Relief and Relaxation taken care of, then is also the Readiness there, itself more to Open and also more often also in the Conflict to go. But in many Organisations prevail often even also Structures, where I even not in the Location am, Things direct open to address, because I even the Experience perhaps made have, one negative Consequence to experience. And the is then suddenly the Consequence, that then also often Fear in the Room is. And so like Dana says, there needs it also Time. So immediately there to say, the is now a safer Room, the works even not, but we must already there work, Us step by step feel ahead and look, like wide can we Go and also dependent from the Methods there to intervene, that we even not explicit in one Method ask, like goes it you now with it, like feel you you, but rather so open ask, with which would like you belongs to become and we left to the the Person itself in the Personal responsibility, what them at all share would like to.
[15:00]In the Reason is the whole similar, like also really then with the Conflict resolution. So Henrik and I are both systemic trained. The means, we Go on the Most Stories with one systemic Posture on it. And our Conviction to works it not, when we or someone comes and says like this, here, boom, is now Yours safer Room, swaps you from. But the Team, the Organisation, the must the safe Room for itself design. And whether the then in the Format is or in the, so the give we not before. And with the Conflict resolution and Clarification is it even exactly the same. It is what other, whether a Mediator, one Mediator with the both Parties to the conflict behind more closed Door any Plan pecks out and then comes out and the Solution becomes presents and the Rest from the Team thinks itself, what, the shall it now be?
[15:51]
The role of mediators
[15:52]Our Opinion to is it not sustainable in the Senses from Permanent, but also Conflict resolution can only then really permanent good function, when the whole Team on it involved becomes. The found I also one important Message, so from your Book, the me personally also likeable is, when I it so say may. And I hope, that the not made becomes, that Mediators say, give me times the both Parties to the conflict and let me times short with those one half Hour or one Hour or one Day alone. Since come we also to the Point, and I have this Picture before Eyes, the you Hendrik elected have, Or her, that even so one Measure, a Chair circle or one round Table or like this, the Organisation provides him suddenly so there. So at least is it mine Experience, that Mitarbeiter…
[16:34]Fuller Authorisation, the Perspective Win may, what is because now going on? So what shall the now? I have the not called. Sometimes call the Yes even the Employees and say, so I wants now here a Clarification discussion have. Since comes for me rather yet, and I white not, like her the experienced, the Fear from Organisations on or Organisations Representatives. When the Problem, Conflict here not clarified becomes, disappear mine Employees. Since cancel the Best. The classic Fear so to speak, that the Individuals Fear have, ultimately the Workplace to lose. So negative Consequences means yes, on last End, and the stands stop always in the Room, that stop the Cancellation pass can or one hidden and other Cold setting method. But it is Yes much rather, and therefore make Yes Organisations such Methods, also like her or also Mediations, because them Fear have, that the Conflicts in addition lead, that the Employees disappear. Or I white not, like her the experienced, that the already one Authorisation have to say, what is because the now here? What have them itself now again come to mind leave? You you mean, that them sceptical opposite us or Colleagues and Colleagues are, when we there arrive with our School district. Exactly, sceptical and there is Fear. And there must one first times so that work. Since Helps the best Method not, wants I say, but the is the Starting point.
[17:50]Basic principle is really Voluntariness in our Work. So we force none in the Chair circle and also when it now really a large Conflict in the Room stands, try we best possible also with each individual Person a Preliminary discussion to lead, so that we once their View the Things understand, that them but also this Conversation utilise can, at itself their own personal Point of view to this Topic to the Concerns try to Understand and the emotional Significance, work we also together out. And so that are them often even also already prepared, even in the large Chair circle then to go. The works but also, have we the Experience made, like today Chair circle, know we Yes even not. In some Organisations know the the not and associate then rather the Morning circle from the Kindergarten with it. Our Experience shows but nevertheless, it is very, very valuable, in this Shape also then to work.
[18:43]Because we even these Protective shields all Notebooks or the long Blackboard, the somehow these real Distance also then created, so that dissolve. And each can really seen become and itself also in this Circular structure also communicate. So the Idea can I total understand and have also already Tables unscrewed, the screwed tight were, the must then to the Page. I wants but say, it gives simple these Fear before such Methods.
[19:11]
Dealing with resistance
[19:08]And there has one it already good, when the at least in the Kindergarten the times made have. The Most or many, with those I work, the have only Fantasy ideas from anonymous Alcoholics, from Therapy groups, from Men's rounds and everything with Defence occupied. So that is, none own Experience.
[19:28]We had also already, that even Employees the in the Apron boycotted have and said have, I come not, I wants not. The was a huge Topic, what all on different Levels busy has. And on End have we said, OK, we load in. The, the come would like, the, the come would like, is cordial invited. We would like you one Room to the Disposition place, one protected Room, where Exchange take place can in one moderated Mould. And on End of the Day are then but all have arrived. and the, the on largest the boycotted have and the largest Worries have, have on End said, hey, the was so valuable, about it times sent in the Team to speak. And there has one really noted, that there one right Peace and quiet came in is ins System. The is one good Experience. How handles her that? So her become Yes from the Organisation commissioned and called or perhaps also more often from the Participants from Individuals and say, we need you and I question now mine Boss, whether the the paid or like this. I white not, like the comes, but when the Organisation you calls and says, we must here what do, we know itself now not continue, become these with in the Chair circle included? So may the Organisation so to speak as Representative Persons send, at their Concerns to name?
[20:46]Because like handles her the there? Because the Background the Question is, from the Mediation becomes the fast personalised and then become the Persons, the on loudest are or on most reborn, in addition invited. And the Idea and the Interest in the Organisation, the the also paid, these Mediation, the falls back down. And so that becomes one Expectations produced, the noticeable is. Afterwards must it somehow better become. And although like this, like we the want as Organisation.
[21:17]Giss not, now one small Valuation to give away on Apple Podcast or on the Podcast catcher yours Choice. Many Thanks to. One for us very central Method, one from many Methods, the we in the Book also introduce, are the Restorative Circles. The is one Method, the it so in Germany before all in the Economic context still even not gives, but also about it beyond is the Unfortunately still not special widespread, although the so super is. And there plays even this Circle one certain Role. Would I now perhaps short as Example take, at yours Question to answer. Exactly, with the Restorative Circles, what one, like we find, very powerful, but nevertheless very simple in the Senses from low-threshold Method is, at Conflicts to clarify and to solve, gives it three Possibilities, who this Circle, this Circle convenes. Either with me was something said or done, so I am Recipient from something or I am itself Author, Author. I have something said or done, the I with pleasure clarify would like to. Or thirdly, I am Part the Community of the Systems. I have observed, that something said or done was. To the Example now in the Office colleague A and Colleague B, the have already longer, speak the at all not with each other. And the white I not.
[22:38]I have a high Need for harmony. I hold the not more from. I would like the now clarify. These three Rollers so to speak could on us to come, at one such Circle to be convened. And these Rollers are always also then in this Circle in the process. And these three Roles, so when we them now have, before all the both Main parties to the conflict.
[22:59]The in turn name then more Persons, the in the Circle thereby be must, at to one Clarification to come. And so is the a little Snowball principle, so not endless large, but on End have we something between six, eight until, white I not, 20 People or like this, the all voluntary, like Henrik said has, there are, at in addition to contribute. The are but not everything People, the really direct from this Conflict affected are, but it is the System, the Community. Naturally can there also someone from one, white I not, Personnel department thereby be, Since can also the Manager thereby be, provided that named, provided that relevant for the Clarification. And the would be so to speak then also in their Role, that them there say, I observe in mine Area of responsibility one Conflict situation, the is a Problem for ours Task definition. I would like now, that here in the Circle carried out becomes. And when the even also thereby are, then becomes it also again more tangible for the Parties to the conflict. So when now one third Party from the Community out says, I have something observed, there needs it Clarification and the not in the Clarification discussion thereby is, then is the Communication also not more synchronised, but there finds again what behind closed Doors instead. Someone has what observed, says, her must now to the Mediation.
[24:16]
Restorative Circles as a method
[24:16]And there is so much even also Energy there, the to be shared and there Clarification to be brought about, at then but also so Things to uncover, that the individual Persons or Participants also start, Responsibility for the Act to take over. So we have also times in one Circle the Experience made, there goes it then not more at the Question, who has Guilt, but individual Parties catch to, then also Responsibility to take over. And the Personnel says, hey, it does us sorry, that we not early reacts have, because us was not consciously, that the so a Topic is. The Management was in the Circle with in the process, the said, hey.
[24:52]The is until to top even not have arrived. Now, since we the know, what occurred is, must we also our entrepreneurial Responsibility fair become. So thereby can clear tangible Solutions then developed become, when we before ins Understanding come are and first times the Concerns clarified have. I was surprised, so positive surprised also from the Core concept, what her practical so to speak built up have and around it the Book formulated have. The Reason is so to speak the Restorative Circles and was therefore surprised, because I before natural Read had, Journalist, Psychologist, thought, OK, Chair circle, wars I immediately somehow psychological Context or Prejudices towards and read then rather one legal sociological Origin. The Restorative Justice Movement as legal sociological Movement has Yes one whole other Area of origin and also one whole other Context as one Organisation. So like is it come, that her this Concept for Organisations and their Conflict management terrible made have? I believe, Dana, you have Yes already said, the is Relative unknown as Conflict instrument for Organisations. It has justice policy in Germany one or other Development given, where the Restorative Justice Movement Influence has. I have first before short with Victim-offender mediation expert here also spoken. How comes that? How are her in addition come?
[26:18]Go goes it. My Journey, what the Topic Conflicts and Feedback concerns, about the non-violent Communication. So there in mine Annual training, what I visited have, am I about it attentive become and then one huge Fascination developed and noted, exactly the need it straight in the economic world. Because I always in mine daily Labour experienced have, Retrospectives, meanwhile a common Format, knows stop everyone. But even, when I Retrospectives accompanied, moderated have, have I noted, the People hide itself somehow behind Post-its. So a simple Start-Stop-Continue reaches not from. And a Phenomenon, what I experienced have, is, many project whole, whole much on one Retro. At last is one Retro. At last can I something say. But then say them but nothing in the Retro. It goes under more the colourful Note. It goes more under in the colourful Slips of paper. or one trusts itself not, because one Relative fast then any Next Steps, Action Items formulated, is not really ins Understanding have arrived. And there was for me, as I these Method got to know have, this Impulse there, wow, the could one Answer be. And so am I then with Dana together on one common Learning journey gone and we have the Things tried out, further developed, also a Retro format from it developed. In the Book means it the Teamspace Meeting, where we noted have, hey.
[27:42]The can really also good Application Find and before all Things even, because it so light in the Facilitation is from the Technology here, is it also something, what one whole good in the Organisations Anchor can. Our Goal is it even not, as Mediators in the Organisation called in to become, but that the Knowledge there in the Organisation anchored is, that in the Departments People in the Location are, Conflicts by means of the Restorative Circuits for example even also to clarify, so that it even not this large Process is, I must first to the Ombudsman's office go, there audition, there becomes it rated, whether it capable of mediation is and then in one half Year
[28:25]
Transfer to organisations
[28:24]finds the Mediation instead of added. So a Format, what even also on various Shoulders from Executives about agile Coaches, Organisation explitter, Human Resources can very light this Approach learn. And so have we said, let us the try out and very, very good Experience so that made.
[28:43]The, what Henrik says, there have I nothing to supplement. So me has the therefore won, because the Restorative Justice Yes really one Complementary movement, sometimes even one Counter-movement to the classic Punishment culture is. So what it quite Comparable makes with the classic Understanding from conflicts, that someone somehow Guilt has, that here somehow Sand in the Gearbox is, that itself one crosses and the must one identify and the must one then somehow modify. So perhaps with one Sanction or the like. And this Understanding has itself there even also in the Criminal proceedings Changed and was enriched with one Reparation idea, so that even also there the Victims of the offence to the Language come can and that even exactly in so one Encounter dialogue the Things clarified become can for all Participants, even also for the Victim of the crime and Victims of the offence. The Starting point but, and therefore has me the wondered, and there wanted I to yours Idea ask, the Starting point there is Yes a clearer Infringement against one Penal norm. Since can none around it come. And the now so to speak, the Idea to transfer on one Organisational culture, so one Organisation, the Co-operation enable shall.
[29:53]Came me in the first Moment contradictory before, because Yes straight the Sense is, or there had I the at least thought, or so understand I also mine Work, that one not the Judgement on the Beginning sets, so to the Motto, zack, the Guilty parties are found and now let us times above talk, like we the Goods make can, like we it Restore can, but shall Yes straight first times fearless Intentions and Concerns named become can. But perhaps plays it also even none Role. I white not, like are her so that dealt with? I am first times total enthusiastic, that you at all Restorative Justice know and you so that already times analysed have. So actually are the Restorative Circles from.
[30:33]The Restorative Justice was created, respectively the one Dominic Barter, means the good Man, the this Concept developed has, the is also before already in the Restorative Justice Movement, name I it now times, active been and has so to speak this Thoughts, I name it now times, find I actually whole suitable, Victim-offender mediation, transferred. Whereby I there equal with pleasure hook in would, we speak never under none Circumstances from perpetrators and Sacrifice. So these Words have we us from the Tongue printed and we Go also never with any Prejudice there pure. And I find namely straight, that itself the one and the other not contradicts, because also in the Restorative Justice in Brazil, where Dominic Bartha the experienced has, is Yes the Participation on this Programme, says I times, voluntary. Good, the Alternative is, you go direct ins Prison and so is it Yes with us now eight Steps broken down in the Company context also. You would like to the Clarification contribute, you would like the Situation change, then are you invited, to participate. When you not participate, We make it nevertheless and the Process goes then continue, Unfortunately without you. I name it social Print, but so is it stop. So I see the Contradiction not, but I find the Thoughts whole radiant. Henrik, what mean you?
[31:50]So it gives Yes none Penalty or one thing, the one Catalogue of criteria direct allocate is on Beginning in the Organisation. But the Starting point with us is, I have something said or done, what stupid run is, the would like I with pleasure clarify. or someone has something other said or done, where I even the Consequences experienced have. So ultimately, a Conflict stands somehow in the Room. It must not now be, that the somehow rated becomes, is the now legal or not, because it goes here not um, who has Right, but it goes therefore.
[32:21]Something stands between us or it stands between several Persons and we want the with pleasure clarify, so that we again good work together can. The can small Things be, the can large Things be. So the is independent also from the Degree of the Conflict or the Escalation level of the Conflict applicable. So it are Yes sometimes really such Transformation movements from other Disciplines, the then really new Fruits wear. And I can still one on top, Dana, because I have the now not only as, I am by chance, pure random earlier Criminal lawyer been and have me at least as such defined. Therefore knew I the already from this Roots here. But encounters is it me then in the Mediation with one Visit in America, the for me 2019 possible was. And the have that, the was in New York, like shall one say, one whole Movement and one whole Range from Mediation on so-called Restorative Mediation converted. And there is it so to speak Community-orientated, the Community mediation.
[33:21]And there is Yes already a Piece, so there were also natural Social norms injured.
[33:27]On least, when one somehow to according to was in the Neighbourhood, natural but also, when Theft in the Neighbourhood took place or like this. But even there already less the Clarity, that clear one Penal norm injured was, but it went already at Conflict in the Community.
[33:41]Now can one but watch, so from more systemic Visibility, is Community still good Comparable with Organisation. Because with the one goes it somehow therefore, good to live and each may somehow to his Style blessed become, when he other not impaired. But in the Organisation, where her the explicit applies, the has Yes a economic Interest, them has itself Labour force bought, them may so also a little determine in one certain Frame. And there goes it Yes stronger at Behaviour, not only the against Standards injured, but also the Things made possible, so Motivational questions. Therefore found I on the one Page the really very clever, the Concept therefore and not somehow a other Dialogue procedure to take. And on the other Page, like so to speak with this Origins handled becomes. Because it can Yes quite also be, that the Affected parties yours Measure even also think, oh, what gives it because now here to restore? So who has because what Sanctionable offences done?
[34:42]How you it here describe, Community in one Quarter, in one Shared flat is Relative easy, also to transfer or to be equated, am I the Opinion like one Organisation. Naturally are the Motives perhaps something different, but at the same time is it like this, when I in a Housing project join, then am I also voluntary there. And I am Yes also voluntary although in one Employment relationship, in one Organisation and we have a larger Target, be it in one Housing project, we want more Community live, we want perhaps somehow ours CO2 footprint reduce. Therefore live we in one car-free Housing project for example. And so is it Yes also Organisation. So this Community concept or these Perspective on it is, the to be equated. Naturally gives it a pair Mechanisms, the not so given are. But also in one Housing project gives it Rules, Rules of the game, Agreement, Rest periods and so gives it also Rules in one Organisation, the comply are. And therefore believe we firm on it, that the Restorative Circles in each Shape from Community function. No matter whether School, Organisation, Company, but also Housing projects, Associations, Volunteering or even also in the judicial system. No matter where even People come together, there are created, like said, Conflicts. And the is one super Possibility, the even in one protected Room to clarify.
[36:06]In the even each also itself communicate can and understood become can. When we even not this Room create in the Organisation, then finds often even this Flurfung or Wire instead. And the try we even before all Things through this Format to prevent, that even more bilateral Exchange, People about other Speeches added, let us together in the Circle sit and together about it speak.
[36:29]So I listen there so to speak interested to, that her so that good Experience made have. So the find I interesting Information so to speak in addition. I go not with about the Bridge, that the Living, Community and the Organisation equate is or to Compare is, that the Method then also function must, the with the one works. Because I find, the Motivational structure the Organisation, the so to speak says, please comes to me and works with me with, so that I mine Goals realise can. I personalise now times so one Organisation, is but still times what other, as when I one Living space have. Although perhaps the City or the City administration say wants, Human, there wants I with pleasure this Residential neighbourhood have and there this. But I find, I sell but more mine Labour force as Employees.
[37:16]
Similarities between organisation and community
[37:12]As that I as Tenant mine Body sell, that the stop there Place takes. You, it closes it not from. Therefore find I the novel and interesting, that the works. May I there still briefly, Sascha, what supplement, what perhaps? I would like it only simple try, that we there in one Team play. I am also so a little addicted to harmony. One Proposal make. Naturally is a Multi-generational alliance project what other as a something Group. From the Purpose here, says I now times. But when we us aware make, like at all Conflicts are created, Why the are created, then is everything again the Same. Because Conflicts arise always, because we all, all People have a and the same the same Needs. Sure, different stored somehow, but we want perceived become, we want visible be, we want self-effective, we want … And in addition Select we different Strategies, at these Needs to satisfy. The means, the Conflict, the arises not, because with mine Needs something funny is, but because mine Strategy perhaps not to yours Strategy fits.
[38:17]And there have we the Conflict. And when we us the aware make, that we only on the Strategy level one Stress with each other have and underneath all equal are, then, find me, can one it even but transferred. And in the Restorative Circle goes it exactly therefore, namely Needs, Feelings, Prejudices, Embossing, Fears, everything, what behind one Conflict is, all the visible to make and itself each other to understand. And therefore am I total with Henrik, Restorative Circle, now as a Example from the Book, is Universal applicable.
[38:57]Yours have them Yes used and it works with the Clients, the her there made have. Therefore find I the really one interesting Message. And one notices clear the Roots the non-violent Communication, that simple there the Needs-centredness the Starting point all Thinking and Working is. So where her looks, that her the focussed and in the Conflict management also bring in can. But different as with the non-violent Communication, the Yes is a prerequisite, that each Individual at least times so a Crash course made has and the four Steps knows and Needs and Feelings name can. The is Yes already one crass The challenge for whole, whole many People. With the Restorative Circles goes it for us as Facilitators goes it on End from the Day therefore, that we Needs and so more and so continued, like said, visible made have. But the Participants must the not itself active so name, but the arises simple in this Dialogue process. We give at all none Rules before, so nothing with I-messages and Excuses leave and four Steps and tralala, but the System speaks so with each other, like the System now times speaks.
[40:03]In this Circle. I would like now avoid, that now someone the Impression has, Restorative Circle is something like that similar like GfK only in the Circle. So white I from mine Experience, many have so a little Fear of contact with GfK, because it Yes but on Beginning itself very constructed feels. Therefore there please none Fear have, has actually not much with each other to do. Yes, the is again good to know, that it not so demanding is, but really provides one Circle on and we can the then discuss and we regulate the on the Path. The is Yes the Invitation. One Method, the her written down have, the found I great, because the have I so in the Shape so far knew, not made and have me immediately made, the becomes itself at the next Paint change. Yours have it the Meet the Elephant called. And I knew the so far so as Taboo question. So writes the on, what her so far not addressed have.
[40:50]And then have I the taken or the Colleague, that the then presented becomes, without that the Participants then allocate were able to, who has what said in addition or who has the written down. Yours have there one Step sequence built-in and the found I clever. So when her the Method again short for the Listeners and Listener sets out, because I find them total practicable and makes total Sense also. Yes, what is the Method? Perhaps again short to summarise. Yes, when a Elephant in the Room is, when one as Team support somehow one Workshop or the like notices, here is the Conflict in the Room, but he becomes simple not addressed and one needs something, um, I name it whole with pleasure, the Team to warm up, for the Conflict to warm up. Is the a super good How to proceed? And it goes first in the Core therefore, itself in Small groups itself about it exchange, which Fears have me, when we the Topic to one Topic make, without about the Topic to speak. And about these Fears become first spoken. And the enables even one Room, the more again Trust gives. Because when these Fears pronounced become, then can also on these Fears better reacts become. The is this Core concept behind the Method.
[42:03]The first Step is first the Fears name or discuss leave in small Groups or each after, like Large the Group generally is. And then not immediately show, what about it goes, but Dana, perhaps want you the supplement, because the yours Method is. Exactly, so not immediately all Maps on the Table, what about goes it, but itself even, like shall I say, through the Back door so a little approach. Because it gives Yes good Reasons in favour, that the People in this Team this Elephants so far not visible discussable made have. And this Meet the Elephant, so this Title, the shall also so a little invite, itself with this Little animal times to deal with. So like also at all Conflicts, therefore Yes also the Title Playbook.
[42:49]Playful light on the Things approach. And also this Elephant, the wants Yes nothing Evil in the reason. The brings us just as more like all other Conflicts, the we so have can. So first only, so that the not the Elephant in the Porcelain shop becomes, first still the Boundaries point out respectively what needs it, so that the the Loading enter may.
[43:13]These Sequence, the found I very clever, also still times one appropriate Deceleration. When the Thesis so to speak arises, here becomes what not said and the seems one good Reason to have for the Participants. Exactly, and after even these Fears named been are, both in Small groups in the first Step, then become these Fears in the large Group shared.
[43:34]Sweeping the People again back in their original Small group and have there the Possibility, now about it to speak, what the for a Topic is. And them decide in the small Group then, what for a Topic them perhaps in the large Group to the Topic make would like. And thereby, that I even the in the small Group once discuss, have I also there again Allies and Trust. Hey, the other goes it perhaps exactly the same. The stand behind me. And I am perhaps thereby, that the other also exactly in the same Direction think or this same Field of tension straight or the Elephant perceive, trust I me maybe, the also in the larger Round to one Topic to make. The Book is none thicker Tome. Man must none Fear have, when one itself the is increasing, that one then first five years later ready becomes, but it is really handy prepared and also Tasty written and visualised. The leaves itself here so also in the Podcast say. But perhaps have we Yes still what not addressed, what you Important is, what one simple know must. Favourite concept, we have so the Core processes although described, but what is still from yours View important, what Conflict interested parties, Conflict professionals also, so the Listeners and Listener are all Colleagues so to speak from us, what worthwhile yourself?
[44:47]One central Thesis, the in the Book stands, what in the Calendar not stands, finds not instead. The is so also our Guiding principle in the organisational Context, because on End of the Day jump all again in the Engine room and take itself not the Time, in the Relationship space to go. Important is really solid Rooms and Routines in favour to create, not only simple this Offer proclaim, yes, with Demand can her on Mediation fall back and there somehow a Poster ins Open-plan office hang and the Mediators there list.
[45:17]But we need solid Rooms in each Team, in each Project, where we also times Air drain can, where we perhaps Things early address
[45:28]
Fixed spaces for conflict resolution
[45:26]can, before them at all to the Conflict become. The is with our Labour very, very important, these Rooms before all Things to enable and even Alternatives offer as the Retrospective, because we remember, OK, on itself is this Concept good common and good thought, only even like this, like it designed is, finds mostly always one Mixing on one Control level or Factual level instead, that we direct already in next Work steps think, without really about it us exchanged to have, what us really Moves and busy. These Retrospective comes so from the agile Labour management and Working methods. So itself the, the itself so to speak there on most forward-looking Front blow, the should itself solid Routines install for such Editing. Yes, because the Retro is stop a whole open Format. Since can in the reason, in Inverted commas, everything inside take place. And what Henry said has, is, the Interpersonal is thought through, also planned. But in the Reality works the stop not like this. The means, we need additional Rooms in the Senses from Dates, the for nothing other there are as for all sorts Interpersonal matters. And like the then designed is, the is then again a other Topic.
[46:38]The find I total good. I have recently a Team had, the has itself still never met to the Team meeting, the gave it there not. And the Proposal was so to speak, there have I one Proposal made, so once the week, one half Hour maybe, when what is like this. So all Participants were itself agree, that them these half Hour not fill can. Or that them the Time even not have in favour, love I also. So the had them in the Trap, but the could them not fill, the knew not, which Themes them there bring. But the was one special Situation. But also the is A matter of practice, wanted I only times say. Not the Courage lose, when it at the first Paint not works. Slowly and cautious and then runs the at some point. Dana, Hendric.
[47:15]Many Thanks to, that her there was, that her you about the Book with me maintain have. It worthwhile itself, it is really a practicable Book. Yours have one right Department from Tools and Methods listed and have them described, really can one immediately use. And Meet the Elephant is on each Case with me firmly booked. Many Thanks to in favour. Many Thanks to, that we there be were allowed. Thank you you, Sascha. Exactly. Many Thanks to, that you and her again with thereby was, here in the Podcast, good through the Time, the Podcast round at Mediation, Conflict coaching and Organisational consulting. When you the Episode please has and the Contents generally is awarded, then subscribe but this Podcast and leave a Feedback or one Star rating on Apple Podcast or Google Business. The Helps also Persons, the the Podcast still not know, him to find and itself then to listen to. Until to the next Times. Comes good through the Time. I am Sascha Weigel, yours Host from INKOVEMA, the Institute for Conflict and Negotiation management in Leipzig.
[48:15]Music
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