Kompetenzen
Impartial Mediation for the Effective Resolution of Leadership and Conflict Situations
Conflicts at the management level of hospitals, clinics, or medical care centers are not uncommon. However, their effects often go deeper than initially apparent: They disrupt organizational peace, inhibit collaboration—and can ultimately jeopardize the quality of care.
When chief physicians, administrative managers, or medical directors engage in protracted disputes, not only interpersonal tensions arise. The entire organization suffers.
What happens when managers encounter conflict?
- Decision-making processes are blocked or significantly delayed
- Interdisciplinary collaboration partially breaks down
- Fluctuation, frustration, and mistrust within teams increase
- The facility’s performance and external image decline
Due Dilligence Unterstützung
Analyse der Finanzen, Abläufe und Compliance von Zielunternehmen aus medizinischer Perspektive. Identifikation ungenutzter Erstattungsmöglichkeiten zur Optimierung der Preisspanne.
Erlössicherung & Optimierung
Audit und Optimierung von Kodierung, Abrechnung und Zahlung. Identifizierung von ungenutzten Erstattungsmöglichkeiten.
Prozess Optimierung
Workflow-Analysen zur Beseitigung von Ineffizienzen. Technologieeinführung und digitale Transformation. Mitarbeiterschulung zur Angleichung von Abläufen an best practices.
Mediation
Unparteiische Mediation zur effektiven Lösung von Führungs- und Konfliktsituationen. Nutzung von Expertise zur nachhaltigen Förderung von Teamzusammenhalt.
Marktausdehnung
Strategien zur Steigerung der Patientennutzung durch gezieltes Marketing und Angebotsanpassungen. Expertenberatung zur Einhaltung komplexer Vorschriften und Standards.
Wissenschaftliche Unterstützung
Unterstützung bei der Integration und Förderung evidenzbasierter Ansätze und Innovationen zur Steigerung von Glaubwürdigkeit und Ergebnissen.
Stakeholder Kommunikation
Entwicklung effektiver Strategien zur Ansprache von Kostenträgern, Regulierungsbehörden und Führungspersönlichkeiten im Gesundheitswesen.
Why internal mediation attempts often fail
In many cases, attempts are made to resolve conflicts “from within” – for example, by medical directors or other leaders. But this presents a structural problem:
Those who are part of the organization and possibly dependent on the conflicting parties cannot act neutrally. However, this independence is precisely the basis for effective, credible mediation.
Our answer: External mediation with specialist and leadership expertise
We offer independent, professional mediation through years of experience in leadership positions in the healthcare sector. Our mediators are familiar with the challenges, tensions, and processes of everyday hospital life – and speak the language of those involved.
Our mediation creates space for:
- Open, protected, and solution-oriented dialogues
- The reduction of misunderstandings and entrenched role models
- Joint, sustainable solutions that all parties can live with
- Sustainably strengthening team cohesion and leadership culture
- Our processes are not a short-term crisis intervention, but a strategic tool for the long-term stabilization and development of your organization.
Mediation as a strategic tool
Our processes are not a short-term crisis intervention, but a strategic means for the long-term stabilization and development of your organization. They promote a new communication culture, strengthen leadership, and build trust.
Mediation is not a sign of weakness – but of foresight, responsibility, and professionalism.
Mediation as a strategic tool
Our processes are not a short-term crisis intervention, but a strategic tool for the long-term stabilization and development of your organization. They promote a new communication culture, strengthen leadership, and build trust.
Mediation is not a sign of weakness—but of foresight, responsibility, and professionalism.
Why internal mediation attempts often fail
In many cases, attempts are made to resolve conflicts “from within” – for example, by medical directors or other leaders. But this presents a structural problem:
Those who are part of the organization and possibly dependent on the conflicting parties cannot act neutrally. However, this independence is precisely the basis for effective, credible mediation.
Our answer: External mediation with specialist and leadership expertise
We offer independent, professional mediation through years of experience in leadership positions in the healthcare sector. Our mediators are familiar with the challenges, tensions, and processes of everyday hospital life – and speak the language of those involved.
Our mediation creates space for:
- Open, protected, and solution-oriented dialogues
- The reduction of misunderstandings and entrenched role models
- Joint, sustainable solutions that all parties can live with
- Sustainably strengthening team cohesion and leadership culture
- Our processes are not a short-term crisis intervention, but a strategic tool for the long-term stabilization and development of your organization.
Mediation as a strategic tool
Our processes are not a short-term crisis intervention, but a strategic means for the long-term stabilization and development of your organization. They promote a new communication culture, strengthen leadership, and build trust.
Mediation is not a sign of weakness – but of foresight, responsibility, and professionalism.
Mediation as a strategic tool
Our processes are not a short-term crisis intervention, but a strategic tool for the long-term stabilization and development of your organization. They promote a new communication culture, strengthen leadership, and build trust.
Mediation is not a sign of weakness—but of foresight, responsibility, and professionalism.
