Kokott Consulting | Kokott Business Conflict Mediation
Reconciliation of conflicts in the work environment. I offer impartial support for the resolution of business conflicts in national and international contexts.
Business mediation, conflict resolution, mediation, change management, change communication, teambuilding, conflicts in teams, organizational change and conflicts, conflict solving, conflict coaching, conflict consulting, international business conflict, workplace conflict resolution, workplace mediation
page-template-default,page,page-id-18199,ajax_fade,page_not_loaded,,qode-title-hidden,qode-theme-ver-7.2,wpb-js-composer js-comp-ver-4.3.5,vc_responsive
„Coming together is the beginning; keeping together is progress; working together is success." Henry Ford


Mediation is a mutual-interest-based strategy to reconcile conflicts with an impartial third party – the mediator. The goal of mediation is to find a sustainable consensus between the conflict parties, resulting in a win-win situation.

A judicial compromise/court settlement constitutes a minimally acceptable solution. In contrast, mediation agreements thoroughly take into account the personal interests of the conflict parties. This approach, combined with a consideration of topics beyond the initial conflict, enables mediation to not only settle a conflict in terms of factual items, but also on an emotional level. This difference in addressing the aspect of emotional relationships is distinguished insofar as it supports a much more sustainable reconciliation of the conflict settlement.

Ideally, a mediation results in a settlement of the conflict and forms the starting point for a new business relationship between the parties involved.


I am committed to the European Code of Conduct for Mediators from July the 2nd, 2004, initiated by the EU-commission. This behavioral code presents a catalogue of principles on a European level, which mediators may elect to adhere to.

These rules include:

  • Absolute impartiality of the mediator.
  • The application of any measures available to guarantee a mutual agreement of the parties involved.
  • A fair and reasonable integration of all members involved in the process.
  • Strict confidentiality surrounding the process and any information gathered from it.