Approach
A clear process for messy situations.
Workplace conflict is rarely tidy. People have different accounts, different loyalties, and different things at stake. The process needs to be clear enough to hold the difficulty without pretending it is simple.
Principles
How we hold the work
These principles apply whether we are mediating a two-person conflict, facilitating a leadership team, or reviewing why people are leaving.
Start with the situation as it is
Not the version that is comfortable to present. We ask direct questions, listen carefully, and resist the urge to prescribe a programme before we understand the problem.
Keep it voluntary and confidential
People engage more honestly when they know the boundaries. We agree on confidentiality, reporting, and participation before the work starts.
Work with both sides
Conflict is rarely one person's fault. We help each party understand their part, state what they need, and commit to something specific.
Make it practical
The output is not a feeling or a framework. It is an agreement, a behaviour, a conversation, or a process that people can use on Monday morning.
The process
Four steps, agreed before we start.
Discovery
A short call with the person commissioning the work. We clarify the situation, the people involved, the urgency, and what a useful outcome would look like.
Diagnosis
Confidential conversations, a review of what has already been tried, and a clear read on the dynamics. For culture work, this may include interviews and focus groups.
Intervention
Mediation, a workshop, communication training, leadership coaching, or a wider culture project. The format follows the situation, not a fixed product.
Follow-up
A review after the intervention to check what is holding, adjust what is not, and decide whether more support is needed.
What we do not do
Boundaries make the work safer.
Iamtente is not a law firm, a clinical practice, or an HR investigation service. When a situation needs one of those, we will say so and work alongside the right professional where possible.
- Formal HR investigations or disciplinary procedures
- Legal advice or representation
- Psychotherapy, diagnosis, or medical treatment
- Couples counselling or family therapy
- A quick fix that ignores the system around the problem
We do not invent retention or performance statistics. Success is defined at the start, reviewed at the end, and reported plainly.
Where we work
Based in Estonia. Working across Europe.
On-site work is available across Europe. Online work is available worldwide. Travel is charged at cost and agreed before booking.
- Belgium
- Netherlands
- Germany
- France
- Switzerland
- Denmark
- Sweden
- Norway
FAQ
Questions about the process
How long does an engagement take?
It depends on the situation. A focused mediation can take a half-day or two sessions. A team workshop is usually half a day or a full day. Culture and retention projects typically run over four to eight weeks. We agree on the scope before starting.
Do you work with individuals or only organisations?
Both. Most work is with organisations, teams, and leaders. Individual executive coaching is available for CEOs and founders. The clarity call is the place to decide whether the format fits.
What if mediation is not appropriate?
We will say so. Mediation is not suitable for every situation — for example, where there is violence, a formal investigation, or a serious legal dispute. In those cases we will explain why and, where possible, point you toward a more appropriate route.
Do you provide legal advice or therapy?
No. Iamtente provides mediation, facilitation, training, and coaching. We do not provide legal advice, formal HR investigations, psychotherapy, or medical treatment. Where those are needed, we work alongside the appropriate professionals.
How do you measure success?
Success is defined at the start. For mediation, it is usually a workable agreement and a functioning working relationship. For training, it is observable behaviour change. For culture work, it is a clear diagnosis and a plan with owners.
Can you work with our HR team?
Yes. HR is often the commissioning partner. We agree on roles, confidentiality, and reporting lines before the work starts so that everyone knows who is responsible for what.
Next step
Start with a conversation, not a proposal.
We will ask what is happening, who is involved, and what you want to be different. Then we will recommend a format — or tell you if we are not the right fit.