“ In life, there are no solutions. There are forces at work; we must create them, and the solutions will follow ”

Antoine de Saint Exupéry

4 steps in a structured mediation process

01

02

03

04

Initial consultation

Facilitating dialogue

Explore options

Formalising the agreement

A confidential discussion to understand your situation and define the objectives of the mediation.

A neutral third party to restore communication and explore each person’s perspective.

Identify needs, explore options and develop mutually acceptable solutions.

Drafting by the parties of a clear and lasting agreement, reflecting the outcome of your consensual process.

Every situation is different. The process is therefore tailored to the specific context, the people involved and the nature of the dispute.

Mediation can be initiated directly by the people involved or proposed by a professional supporting them, such as a business leader, business partner, HR director, lawyer, accountant, occupational psychologist, occupational health professional, or, in the context of legal proceedings, by a judge.

Who can initiate mediation ?

What situations can I help with ?

Every conflict is unique. Mediation can nevertheless be appropriate in a wide range of situations when dialogue becomes difficult and the involvement of a neutral third party can help move things forward. Mediation can also be conducted in English, if needed.

I also offer tailored training programmes for companies, associations, public authorities and other organisations seeking to develop their teams’ interpersonal skills and prevent situations that could undermine professional relationships.

• Civil and court-ordered mediation: neighbourhood disputes, family conflicts, inheritance matters, disputes between individuals, and disputes between professionals, whether outside or as part of legal proceedings.

• Workplace mediation: conflicts between colleagues, tensions between managers, difficulties within a team or between departments, and interpersonal situations that have become difficult to address internally.

• Mediation between business leaders and partners: disagreements between business partners, conflicts between directors, governance challenges, family businesses, succession, and intergenerational tensions.

• Mediation in public-sector organisations: conflicts between employees, hierarchical tensions, difficulties within a department, or conflict situations arising from organisational restructuring.

The principles of mediation

Mediation is based on a clear framework that allows everyone to express themselves freely and to participate fully in finding a way forward.

• Voluntary participation

Mediation relies on the willingness of those involved. Everyone is free to enter the process and to decide whether or not to continue.

• Confidentiality

All discussions are strictly confidential and remain within the mediation process.

• Impartiality and independence of the mediator

The mediator acts as an independent third party, with no relationship of dependence with any of the parties. The mediator has no interest in the outcome of the dispute and does not impose a solution.

• A space to find solutions together

Mediation is not about determining who is right or wrong. It provides an opportunity for those involved to restore dialogue and, if they wish, to build a solution that they themselves have shaped and agreed upon.

They trusted me ...