Die Mediatorin steht nicht zwischen den Parteien, sondern für sie beide. Anders als bei reiner Neutralität bringt sie sich aktiv und mit Interesse für jede Seite ein – ohne jedoch Partei zu ergreifen oder Entscheidungen zu fällen.

Medianten / Medianden

Die Fachbezeichnung für die Konfliktparteien in einer Mediation. Beide Begriffe sind gebräuchlich und bedeuten dasselbe.

Allparteiliche Dritte

Die offizielle Bezeichnung für die Mediatorin oder den Mediator. „Dritte” deshalb, weil sie nicht selbst Teil des Konflikts ist.

Der strukturierte Ablauf einer Mediation – in der Regel in vier Phasen: Auftragsklärung, Themensammlung, Interessen- und Lösungsfindung, Vereinbarung.

Mediationsvereinbarung

Das schriftliche oder mündliche Ergebnis einer erfolgreichen Mediation. Auf Wunsch kann sie notariell oder gerichtlich beurkundet werden – dann ist sie rechtsverbindlich.

Wenn zwei Mediatorinnen oder Mediatoren gemeinsam ein Verfahren begleiten. Sinnvoll bei komplexen, mehrparteiigen oder besonders sensiblen Konflikten – zum Beispiel in größeren Familien- oder Unternehmenskonflikten.

Interkulturelle Mediation

Niemand wird zur Mediation gezwungen. Sowohl die Teilnahme als auch der Abbruch sind jederzeit möglich – ohne Nachteile für eine der beiden Seiten.

Conflict · German · English

Mediation – When both sides are at an impasse, but neither should lose.

Conflict mediation in Fichtenau-Wildenstein and beyond. For anyone seeking a solution—without going to court, without winners, without losers.

Perhaps you’ve already made a lot of promises. Perhaps a lot has already been said that shouldn’t have been said.

Mediation is not a court proceeding—it’s a structured process that guides both sides toward a solution that truly works.

Glossar

What is Mediation?

A structured path to solution – without winners or losers

Mediation is a structured, voluntary process for the constructive resolution of a conflict. The parties to the conflict—also known in technical terms as “mediants”—work together to reach an agreement that meets their needs and interests. They are guided in this process by an impartial third party, the mediator.

As a mediator, I do not make decisions—I facilitate. I do not take sides; rather, I am there to support the process. My role is to listen to both sides, structure the conversation, and create a framework in which even what has not yet been said can be expressed.

The process is voluntary and can be terminated by either party at any time. What is discussed in the mediation room stays there.

What Mediation Is

A structured, voluntary process for resolving conflicts
A confidential setting where even difficult issues can be addressed
A collaborative process facilitated by an impartial mediator
A path to solutions that both sides can support
An alternative to court proceedings or escalation

What Mediation Is Not

Not a court proceeding: There is no judgment and no assignment of blame.
Not counseling: I do not make recommendations; rather, I facilitate the process.
Not therapy: The focus is on solutions, not on addressing deep psychological issues.
No taking sides: I do not take sides but remain impartial throughout the process.
No pressure: No one is forced to agree. Mediation ends only when both sides agree on a solution.

When the conflict costs more than the solution.

Conflicts come at a cost. They cost time, energy, and often money. They strain relationships—in personal life, within families, on teams, and between business partners. And the longer they remain unresolved, the deeper they take root.

Many people only turn to mediation once the conflict has already escalated. That’s understandable—and yet it’s often too late. Mediation is most effective when both sides are still fundamentally interested in finding a mutual solution.

What mediation can do: It replaces conflict with a structured dialogue. It replaces blame with what lies behind the dispute: needs, interests, and concerns. And that is precisely where solutions emerge that are superior to the hard-line approach of a court—because they are based on understanding rather than coercion.

How Mediation Works

Here’s how we proceed together.

1. Clarifying the Mandate and Preliminary Meeting

In the first step, we work together to determine whether mediation is the right approach for your conflict. We discuss the framework, the ground rules, and whether both sides are willing to participate. As a neutral mediator, I do not stand between the parties, but rather represent both of them. The preliminary meeting lasts about 30 to 60 minutes and lays the foundation for everything that follows.

2. Identifying Issues

Both sides identify what needs to be clarified. At this stage, there is no negotiation or judgment—we simply gather and organize the issues. Each issue is given its place so that nothing is overlooked and both sides can see: What exactly stands between us? This clarity often provides initial relief.

3. Understanding Interests and Developing Options

Behind every position lies an interest; behind every demand lies a need. In this phase, we focus on what is truly important—beyond the often harshly worded initial positions. Only when both sides understand what motivates the other does the search for a solution begin: creatively, openly, and with an eye toward workable solutions.

4. Agreement

The process culminates in a concrete agreement—verbal or written, depending on preference and the circumstances. It is supported by both parties and is therefore more robust than any external ruling. If desired, the agreement can be notarized or certified by a court, making it legally binding.

Mediation can be particularly helpful when

A conflict has become entrenched, and discussions have reached an impasse
Both sides are still fundamentally interested in finding a solution
Legal proceedings are looming, but should be avoided
The relationship must continue after the conflict—as family, business partners, or a team
A neutral third party is needed whom both sides can trust
There is a cultural, linguistic, or structural barrier that makes dialogue difficult

I often hear people say, “We’ve been talking for months—and we just can’t seem to make any progress.”

Areas of Application –
Where Mediation Is Most Often Helpful

Mediation can be used whenever people are involved in an unresolved conflict—whether in their personal or professional lives.

Couples and Separation Mediation

When a relationship needs to evolve into something new, it should do so fairly, clearly, and without mudslinging.

Family Mediation

For conflicts between parents and adult children, siblings, or across generations. Also for inheritance issues.

Business Mediation

Conflicts between business partners, within a company’s ownership structure, or between companies—handled discreetly, in a structured manner, and with a focus on results.

Team and Workplace Mediation

When collaboration is stalled, and discussions can no longer be conducted impartially between employees, departments, or management levels.

Intercultural Mediation

When different languages, values, or cultural backgrounds make dialogue difficult. Mediation in German and English.

Neighborhood and Club Mediation

When conflicts disrupt daily life, everyone involved must continue to live or work together.

Mediation in Larger Groups and Workshops with Thomas Hinz

For complex or multi-party conflicts—for example, within teams, families, or corporate settings—I work alongside Thomas Hinz as part of a co-mediation team. Two impartial mediators can provide greater reassurance and structure in complex situations, especially when both genders are important to the process or multiple perspectives need to be taken into account. Here, too, the process is conducted in a calm, confidential manner and is bilingual in German and English.

For Business Leaders and HR Professionals:

Business and Team Mediation for Companies

When an internal conflict escalates, it not only takes a toll on people’s nerves but also costs money through sick days, employee turnover, stalled projects, and declining productivity.

External mediation can often yield faster and more lasting results than internal attempts to resolve the issue.

Common Concerns – and Honest Answers.

What you might still be wondering

How much does mediation cost?

Fees depend on the scope of the case, the number of parties involved, and the format. Mediation is typically billed by the hour, and the costs are split between the parties. Compared to court proceedings, mediation is significantly less expensive—and faster—in most cases. During the initial consultation, we’ll work together to determine what your situation requires and then provide you with a transparent quote.

How long does mediation take?

That depends on the conflict. Some issues can be resolved in 2 to 3 sessions, while others may require 5 to 8 sessions spread over several weeks. A mediation session typically lasts 90 to 120 minutes. During the preliminary discussion, we’ll work together to assess what’s realistic.

Does the other party have to participate?

Yes. Mediation works only on a voluntary basis—both sides must be willing to participate. If the other party is still hesitant, a preliminary discussion with both sides can often help address concerns and find common ground to begin the process.

What happens if we can’t reach an agreement?

Mediation can be terminated by either party at any time—even without a resolution. However, most mediations result in a viable solution. Even if a complete agreement isn’t reached, specific issues are often resolved, and the conflict becomes less intense. Should legal action ultimately be necessary, you’ll often be better prepared thanks to the mediation process.

Is a mediation agreement legally binding?

The agreement reached during the mediation process is initially a private-law agreement between the parties. Upon request, it can be notarized or certified by a court, which makes it legally binding and enforceable. We will discuss which form is appropriate together at the end of the process.

What is the difference between mediation and therapy?

Mediation addresses a specific conflict and aims for a sustainable solution. Therapy addresses internal issues, patterns, or psychological distress in individuals. Mediation is not a substitute for therapy—and vice versa. If it becomes apparent during mediation that deeper therapeutic issues are at play, I will point this out.

What My Clients Say

The most honest answer to how i work comes from the people who have experienced it firsthand.

Our team has benefited enormously from working with Susanne Smith-Hinz. With her respectful, empathetic, and clear approach, she has managed to address difficult topics openly and help us make tangible progress as a team. Her methods are practical, motivating, and tailored to each participant. We’re grateful for the inspiration she’s given us—both for our day-to-day collaboration and for our personal growth. Highly recommended!

SL-Service

Teamcoaching

We attended a course with Susanne yesterday and today through the VHS in Crailsheim. The course focused on conflict resolution in after-school care. I have to say, I’m absolutely thrilled. She engages with the group, draws on examples from their everyday lives, and entertains us with stories from her own life. She doesn’t lecture or judge anything anyone says. She works with the group to develop solutions and involves everyone—even those who are more shy. I think she did a fantastic job, and I’ve taken home plenty to reflect on.

Isi1982A

Konfliktlösung in der Schulbetreuung

I participated in a leadership coaching program with Susanne Smith-Hinz at Smith-Hinz Mediation & Coaching, and I’m absolutely thrilled! With her open and empathetic approach, Susanne provided exactly the right guidance. The coaching helped me become clearer, more self-assured, and more at ease, both professionally and personally. A truly enriching experience—I highly recommend it!

Daniela Müller

Leadership-Coaching

If you’re ready for a middle ground.

How i work – and who it's for

I work with individuals, families, teams, and companies who want to resolve conflict without anyone losing. With a willingness to listen to the other side—even when that’s difficult. And with a desire to find a solution that truly works.

My work combines:

Over 30 years of experience in communication and conflict resolution
Training as a mediator and NLP Master
Mediation in German and English, including intercultural mediation

I’m based in Fichtenau-Wildenstein in the Schwäbisch Hall district. I work throughout the region surrounding Crailsheim, Ellwangen, Ansbach, Dinkelsbühl, Aalen, and Feuchtwangen—and beyond, in Stuttgart, Nuremberg, Ulm, Heilbronn, and Würzburg. Sessions can be in-person, hybrid, or online. A mediation session lasts between 90 and 120 minutes. Initial consultations can be scheduled within a few days; I respond to inquiries within 48 hours.

Not every conflict can be resolved. But many can be resolved—if both sides have the courage to engage in the process.
Perhaps you’ve already tried many things. Perhaps you’ve even doubted whether a solution is still possible. And perhaps right now is exactly the right moment to choose a different path.

Here are four final assurances for you:

Mediation is voluntary and can be terminated by either party at any time
Everything discussed in the mediation room remains confidential
I don’t make decisions; I simply guide you—you remain in control of the solution
Mediation only works with the consent of both parties