Over more than a decade of working in organisational development and leadership support, I have closely followed the silent effects of unresolved conflicts. I bring this experience to clinical practice, offering a structured, ethical and welcoming space for those who want to transform tension into clarity and break out of the cycle of reactivity to get back on track, even in difficult contexts.
Conflicts at work can become continuous sources of stress, insecurity and emotional exhaustion. When left unaddressed, they affect performance, jeopardise bonds and erode confidence in oneself and one's surroundings.
This service is aimed at people who feel overwhelmed by professional impasses with colleagues, leaders or themselves, and want to deal with these situations in a more conscious, balanced and strategic way.
The approach combines clinical listening, emotional regulation techniques and practical mediation and repositioning tools. It's not about "solving for the other person", but about strengthening their autonomy to make decisions, communicate limits and clearly recognise their own patterns within these relationships.
Professional conflicts are not always explosive or open. They often arise quietly and accumulate in small day-to-day frustrations.
Some of the most common types include
⦿ Direct interpersonal conflicts: Difficulties with colleagues or leaders, marked by frequent friction or veiled tensions.
⦿ Lack of alignment of expectations: When goals, roles or responsibilities are unclear, generating demands or frustrations.
⦿ Noise in communication: Misinterpretations, indirect messages, strategic silences or failures to listen actively.
⦿ Clash of styles or values: Differences in the way they work, lead, make decisions or deal with pressure.
⦿ Structural conflicts: Problems that stem from the organisational culture, such as excessive demands, ambiguity or absent leadership.
Not every conflict needs to be resolved by confrontation. But every impasse requires some kind of internal positioning. Clearly identifying the type of conflict is the first step towards acting more consciously, preserving your emotional health and maintaining more sustainable relationships.
Recurring conflicts in the professional environment can trigger symptoms linked to anxiety, chronic stress and emotional exhaustion (known as burnout). Even when silent, these signs jeopardise mental health and performance.
Common symptoms include
⦿ Constant anxiety: a feeling of alertness, negative anticipation or a "knot in the stomach"
⦿ Accumulated stress: tense body, racing mind, feeling of endless urgency
⦿ Emotional exhaustion (burnout): persistent tiredness, apathy and emotional detachment
⦿ Feeling overwhelmed even with simple tasks
⦿ Insomnia or fragmented sleep, especially on working days
⦿ Decline in productivity and focus, even with high effort
⦿ Lack of meaning or motivation at work
These symptoms are legitimate reactions to difficult contexts. Listening to them carefully is an essential step towards interrupting cycles of illness and opening up space to reposition your relationship with work and with yourself.
The therapeutic approach is based on Cognitive Behavioural Therapy, integrated with the principles of transformative mediation. The aim is not just to resolve the external conflict, but to transform the way you perceive and position yourself within it.
Transformative mediation is based on the idea that conflicts are opportunities for growth when worked on with awareness. Instead of looking for who is right or wrong, the focus is on development:
⦿ Clarity about your own narrative and values
⦿ Recognising the emotions involved
⦿ Autonomy to act more intentionally, not just react
⦿ More conscious communication, even in difficult contexts
⦿ Ability to maintain emotional integrity without having to win
During the sessions, we build together a space for reflection and personal empowerment. The aim is for you to break out of the cycle of burnout and start dealing with complex professional situations with more coherence, confidence and clarity of direction.
