CHRISTIAN RIECKMANN: is an independent organisational consultant based in Kassel. His main areas of expertise are management coaching, facilitation for the design of communication processes in groups, organisational analysis and organisational design, as well as process consulting support for companies during change processes. Christian Rieckmann has been supporting his clients as an experienced management consultant for over 30 years. His core competence is characterised by a content-based approach using a methodology focused on strategy and team. Since 2014, Christian Rieckmann has been a lecturer in the MBA courses Multidimensional Organisational Consulting (MDO) and Coaching-Organisational Consulting-Superrevision (COS) at the University of Kassel, specialising in organisational consulting.

Well through time.

The podcast about mediation, conflict coaching and organisational consulting.

Contents

In the following, three similarities and three differences between mediation and organisational consulting are briefly outlined, which are also discussed in the interview:

Similarities between mediation and organisational consulting:

1. CommunicationBoth methods emphasise open and effective communication. In mediation, this is used to resolve conflicts, while in organisational consulting, communication is used to improve collaboration and processes.
2. Conflict resolutionBoth mediation and organisational consulting deal with the identification and resolution of conflicts within an organisation. In mediation, the focus is on direct conflict resolution, whereas in organisational consulting, conflicts are often seen as part of the overall process of organisational development.
3. Aim of the improvementBoth approaches aim to increase efficiency and satisfaction within the organisation. In mediation through the resolution of interpersonal conflicts and in organisational consulting through the optimisation of structures and processes.

Differences between mediation and organisational consulting:

1. FocusMediation focuses specifically on resolving conflicts between individuals or groups by using a mediator as a neutral third party to support the dialogue. Organisational consulting, on the other hand, has a broader focus that encompasses the entire organisation, including strategy, structure, culture and processes.
2. ApproachMediation is often a reactive process that responds to specific conflicts and aims to find a solution that is acceptable to all parties. Organisational consulting, on the other hand, is more proactive and strategic, aiming for long-term change and improvement and using a variety of methods and tools to bring about comprehensive change.
3. Time horizonMediation is usually a short to medium-term process that aims to resolve existing conflicts quickly. Organisational consulting, on the other hand, is often a long-term process that aims to bring about sustainable change and is therefore carried out over a longer period of time.

These differences and similarities illustrate how mediation and organisational consulting can play different but complementary roles in the improvement of organisations.