Conflicts at director or management level require a special approach. The individuals involved often hold public positions, have reputations to protect and are bound by complex contractual and statutory frameworks. A public employment law procedure is rarely in anyone's interest.
Mediation in management conflicts provides a discreet, confidential environment to reach a solution whether that is restoration of the working relationship, a clear redefinition of roles or a legally correct termination of the employment relationship.
When is mediation effective in management conflicts?
Possible outcomes
Restoration of the working relationship
Clear arrangements on roles, communication and expectations that make the partnership future-proof.
Redefinition of responsibilities
Adjustment of division of tasks and responsibilities to make the collaboration workable.
Settlement agreement
Legally correct termination of the employment relationship with clear arrangements on severance, non-competition and references.
Confidentiality & reputation
Strict confidentiality arrangements that protect the reputation of all parties involved.
Richard Walraven
Mediator for Entrepreneurs · Amsterdam
"Management conflicts require discretion, legal precision and an eye for the human dimension. I guide the mediation process with knowledge of employment law, corporate law and the special position of statutory directors."
Legal position analysis
Assessment of employment contract, articles and legal position of parties.
Discreet process management
Confidential guidance that protects reputations.
Negotiation support
Guidance on departure terms, severance and restrictive covenants.
Settlement agreement
Legally watertight documentation of all arrangements.
View our track record
Frequently asked questions about management conflict mediation
Management conflict? Act discreetly and swiftly.
The longer a director-level conflict continues, the greater the damage. Call today.
+31 20 209 00 15Question about mediation in a management conflict?
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