Business mediation
Whether it is a team conflict, a dispute at executive level, or disagreement among shareholders, I help companies resolve conflicts before they cost projects, employees, and business relationships. Schedule an initial consultationOur approachCommercial Judge
Hanover Regional Court
Hands-on experience in industry & sales
Leadership, sales and business development in SMEs
Certified Mediator
pursuant to § 5 MediationsG / ZMediatAusbV
Typical Conflicts
When companies come to me
Most conflicts in companies simmer for a long time before anyone seeks an open conversation. I help management, leaders and employees have exactly that conversation—before friction turns into standstill.
Team & workplace
- Two employees only speak to each other when absolutely necessary—and the whole team suffers
- Factions have formed within the team; decisions are delayed or undermined
- Conversations with the manager have changed nothing; the mood continues to deteriorate
- Sick leave and resignations are increasing, but no one speaks openly about the cause
Shareholders & succession
- The shareholders disagree on strategy; important decisions are left unresolved
- With equal ownership, each side blocks the other
- One partner wants to exit, but there is no agreement on valuation or timing
- Succession in the family business is pending, but senior and junior have different ideas
Leadership & departments
- Sales promises what engineering and production cannot deliver—and vice versa
- Two departments shift responsibility for mistakes onto each other
- A new manager is not accepted by the team
- After a restructuring, it is unclear who is responsible for what—and everyone feels overlooked
Business partners & collaboration
- A project has gone off the rails; customer and supplier blame each other
- Change orders, defects or invoices are now discussed only through lawyers
- A long-standing business relationship is at risk of falling apart over a single dispute
- Misunderstandings and mistrust are growing between the foreign headquarters and the German team
My Approach
How I work
I do not decide anything and I do not judge anyone. My role is to facilitate the conversation that has not yet been possible within the company—so that, in the end, there is an agreement that holds up in day-to-day work.
Neutral
I do not take sides—not even that of the client. Whoever pays for the mediation does not determine the outcome. If I already advise or coach a company, I will not conduct mediation there on the same matter.
Confidential
What is said in mediation stays in the room—even vis-à-vis management and HR. What is reported back to the client is agreed jointly at the outset. Only this security creates the space to speak truly openly.
You decide
I facilitate—the solution comes from you. No top-down instruction, no verdict. The outcome is a written agreement with clear commitments: who does what by when, with genuine consensus from all parties.
Preserve collaboration
A court decides who is right. Mediation clarifies what happens next—so that you can work together again on Monday.
Let's talk...
The initial conversation costs you nothing—neither money nor a decision. Whether you are a managing director, a manager or a shareholder: I listen, and we look together at whether mediation is the right path for your situation. Even if you are involved in the conflict yourself, this conversation remains confidential.
Frequently asked questions about business mediation
What is business mediation?
Business mediation is a confidential, structured process for resolving conflicts within and between companies. A neutral mediator supports those involved in working out a solution themselves. He decides nothing and does not provide legal advice. Typical triggers include conflicts within a team, between departments, among shareholders or with business partners. The legal basis is the Mediation Act.
What does business mediation cost—and who pays?
A mediation session usually lasts 90 minutes. Fees start at €120 per session plus VAT. In company-internal conflicts, the company generally bears the costs—even if employees are the parties involved. If shareholders or business partners are in dispute, they usually share the costs. In the initial consultation, I explain transparently what you can expect.
How does business mediation work?
First, I clarify the framework with the client: Who is involved, what is the goal, what will be reported back? I then speak with each participant individually so that everyone can describe their perspective in peace. In the joint sessions, we structure the topics, make interests visible and develop solutions. We record the results in a written agreement. A few weeks later, we check in a short follow-up appointment whether the arrangements work in day-to-day practice.
How long does mediation take?
That depends on the conflict and the number of participants. A conflict between two employees can often be resolved in two to four sessions. With entire teams or among shareholders, it is usually more. I can generally offer an initial appointment at short notice.
Will management find out what is discussed in mediation?
Not without your consent. What is said in mediation remains confidential—as a mediator, I am legally bound to confidentiality. At the outset, we agree with all participants what will be communicated back to the client, for example only whether an agreement was reached. Anything beyond that is shared only if all participants agree.
From when does external support make sense in a conflict?
Many conflicts can be resolved within the company itself—in an open conversation or through the manager. External support is advisable when such conversations have already failed, when the manager is part of the conflict, or when factions have formed. At the latest when sick leave, resignations or stalled projects can be traced back to the conflict, waiting costs more than mediation.
What happens if one participant does not want to take part?
Mediation is voluntary. It works only if all participants take part of their own accord—a top-down instruction cannot replace that. An individual conversation often helps, in which I explain how mediation works and what it is not. Many who are initially sceptical agree afterwards. If not, we discuss together what other options are available.
When is mediation not the right path?
Mediation requires that all participants are interested in a solution. It is not the right path if one side only wants to buy time, if a strong power imbalance makes open conversations impossible—such as in cases of ongoing bullying—or if potentially criminal conduct is involved. I address this openly in the initial consultation.
What happens to deadlines, for example after a termination?
Mediation does not automatically suspend statutory deadlines. This applies in particular to an unfair dismissal claim: it must be filed with the labour court within three weeks of receiving the notice of termination. Therefore, clarify deadlines with your lawyer before starting mediation. Mediation and legal advice are not mutually exclusive—they complement each other.
What distinguishes mediation from a lawyer or court?
A lawyer represents the interests of one side; a court decides who is right. As a mediator, I represent no one and decide nothing. I ensure that the participants find a solution themselves that everyone can support. As a commercial judge, I know how long and costly disputes between companies can become in court. Mediation is usually faster and less expensive—and collaboration is preserved.
What companies say about working together
“Sales and engineering were only talking about each other instead of with each other. Every project started with accusations. Mr Caminades brought both sides to the table and very quickly understood where things were really getting stuck. Today, both areas coordinate before every quotation—and complaints have noticeably decreased.”
“Two of our team leaders had become so entrenched that half the department took sides. Our own conversations no longer had any effect. What mattered to both was that nothing was passed on to management that had not been agreed. After four sessions, there were clear arrangements that both have adhered to ever since.”
“My co-shareholder and I completely disagreed about succession; each of us already had a lawyer. Mr Caminades led the conversations calmly and very clearly. The fact that, as a commercial judge, he knows how such disputes can end up in court was an eye-opener for both of us. We found an arrangement without the company suffering any damage.”
