Conflict compe­tence is not only a question of method – it is above all a question of mindset. Even the smallest irrita­tions can have conflict poten­tial. Valuing, trust and confi­dence create safety, curious interest and consis­tency. Together with the right method, this forms the basis for conflict competence.

Don’t get drained by many-voiced teams or by diffi­cult clients. Interact differ­ently and use the inter­ac­tions to create fresh solutions.
Shift The Perspec­tive – Go For Aspira­tions Behind Positions – Use The Language Of The Other Person
Curious about how to surf the wave in diffi­cult conversations?
Leading Out Of Drama® with the concept of compas­sio­nate accountability,
Process Commu­ni­ca­tion Model® with the concept of agile commu­ni­ca­tion and
Positive Intel­li­gence® with the concept of presence and mental strength
are proven frame­works for positive conflict and successful communication!

Can other people be respon­sible for our feelings? Are we able to deter­mine the feelings of others? Whoever believes this has given up emotional self-determination!

As career coach I am often asked the question of how to be focused and impactful in stressful situa­tions. You hold two keys to success in your hands: Follow a clear-cut process to step up fully with your perso­na­lity and exper­tise and activate your mental strength to stay calm and clear under stress.

Why does negative drag us down more than positive uplifts us? And why is it so critical for us to have a minimum ratio of 3 to 1 positive versus negative?
If you are above this ratio you are uplifted by a vortex of positi­vity and if you are below it you are feeling conti­nu­ally dragged down by a vortex of negati­vity. Thank you Shirzad Chamine for compi­ling relevant research on this 3 to 1 ratio in your book “Positive Intel­li­gence” and adding your own studies of the PQ vortex for describing this energetic phenomenon.