→ Recurring tensions, significant absenteeism, deteriorating communication, or persistent conflicts can reveal difficulties that go beyond individual interpersonal relationships.
A workplace climate analysis helps identify the relational and organizational factors at play and propose tailored avenues for improvement.
These analyses are generally conducted in tandem with a colleague certified in mediation and trusted third-party functions, with solid corporate experience. This combined perspective brings together the relational, organizational, and professional dimensions of the situation.
→ Situations involving harassment, workplace distress, or the need for a neutral, listening ear.
A trusted third-party or Ombudsperson offers employees an independent, confidential space when they encounter difficulties in their professional environment.
Depending on the scope of the mandate, the intervention may involve:
Listening to and clarifying a situation
Helping the person gain perspective
Informing them of the options available to them
Directing them to the appropriate resources or procedures
Contributing to the prevention of conflict and psychosocial risks
Independence, impartiality, and confidentiality are the cornerstones of this role.
→ Following a formal complaint or HR report.
When an organization is faced with a report of psychological or sexual harassment, discrimination, or another possible violation of personal integrity, an external intervention may be necessary. Its purpose is to establish the facts in a structured, neutral, impartial, and respectful manner.
Depending on the mandate, the intervention includes conducting interviews, collecting and analyzing relevant information, and drafting a report along with, where appropriate, recommendations for the client.
These investigations are generally conducted in tandem with a colleague from the corporate world trained in this type of investigation, in order to combine perspectives and areas of expertise.
Particular attention is paid to confidentiality, impartiality, respect for individuals, and the applicable legal framework.
→ Organizations looking to provide a safe, independent reporting channel, outside the usual chain of command.
Christophe Imhoos supports organizations in setting up or operating external reporting mechanisms, including through a dedicated platform.
These mechanisms allow employees to confidentially report problematic situations and help to:
Facilitate early intervention in sensitive situations
Protect employees' personal integrity
Prevent psychosocial risks
Direct reports to the appropriate handling process
The mechanism is tailored to the needs, size, and regulatory framework of each organization.
Mandates for organizations are quoted following an initial conversation, based on the scope, duration, and institutional framework of the assignment.
→ Managers, HR professionals, and teams looking to develop their interpersonal skills before a situation escalates.Christophe Imhoos delivers training sessions, workshops, and awareness programs covering topics such as:
- Conflict prevention and management
- Psychosocial risks
- Communication in difficult situations
- Managerial posture
- Preventing conflict escalation
- Relational and organizational dynamics
- Negotiation and mediation
- Tools for optimizing team management and conflict resolution
→ Tensions between colleagues, disagreements between partners, difficulties with management, and tensions within a team or between departments.
Mediation creates a structured framework in which those involved can express their perception of the situation, better understand their points of disagreement, and work together toward solutions. The goal: to restore the capacity for dialogue and build a viable, more peaceful way of working together going forward.
Christophe Imhoos works as an external, independent professional with private companies, international organisations, institutions, and public authorities, including municipalities and towns. Resolving conflicts and relational tensions, as well as preventing psychosocial risks, is essential to an organisation's smooth functioning.
Each intervention is tailored to the specific situation, mandate, and institutional context involved.
Discussions are turned into concrete commitments — a clear agreement, built together, designed to last.
Action
A safe, confidential space to express and to listen. Guided in moving beyond entrenched positions to build solutions that meet everyone's needs.
Dialogue
Each situation is examined individually to identify the real issues, needs, and underlying obstacles — beyond the conflict on the surface.
understanding