Conflicts, whether internal (between shareholders, within the board of directors, the executive committee or management teams, on the workfloor or with social partners, ...) or external (with customers, suppliers, authorities or any other constituents) risk to undermine an organization’s performance.

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Conflicts and tensions with or within your organization may indeed not only trigger direct and indirect costs but moreover affect your ability to focus on your strategic objectives, achieve results, attract or retain talent, transform or innovate.

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At YEON, we provide organizations true ownership of their conflict resolution by enhancing Anticipatory, Early and Appropriate Dispute Resolution options.

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A proactive (versus reactive) approach of conflicts results in a better management of conflicts.

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And the more autonomy parties have in handling their conflicts, the more opportunities they can distillate out of these conflicts.

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It is our ambition to create emergence for conflicting parties, i.e. we aspire parties to become better off after the conflict than they were when their conflict arose.

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As a result, we see conflicts as an opportunity rather than a risk.

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While conflict situations may indeed lead to:

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• Direct and indirect costs, as well as unexpected provisions

• A loss of energy and concentration

• Damage to reputation

• Broken relationships with stakeholders

• A lack of control over processes

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Conflict is also an opportunity to be seized

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If managed well, conflict can become a driver of transformation:

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• Promoting constructive dialogue

• Stimulating continuous improvement

• Strengthening reputation through goodwill initiatives

• Building lasting relationships with stakeholders

• Encouraging the emergence of innovative ideas

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