One could expect prevention of conflicts on the workplace has a lot to do with the way of organising. However: it turns out that many organizations are a source of structural conflicts. Many times unfunctional and rigid structures become a strong base for all kind of conflicts. Procedures and conventions start to suffer from misunderstandings, unwillingness or a lack of skills. This often results in huge spills of useless products, lost resources, work that has to be done twice and an organization that suffers from bad leadership.Don’t forget to mention the human consequences: mobbing, stress and burn-out are an increasing cost for employers and for the governement. The way we tend to organize is causing serious risks for the wellbeing of employees on the workplace.Is there an other way?Everything is a choice - in the first place, there is a choice for a view on the human being. “How do we want to look at the world?” is a question every organization has to answer while thinking about its mission and its vision. This will determine the way of interacting with employees, stakeholders and external phenomena.It is impossible to overestimate the importance of conflicts, in the first place because of the enormous consequences they can cause. Organizations that want to survive in a quick changing and challenging environment with an ever increasing demand for flexibility and innovativity, should take care of their most important resource: the human capital.There is no need to point out that this is a choice.I can help you with:- making processes easier and diminuish the complexity of decision making procedures,- activating hidden talent,- increasing problem- and conflictsolving power,- creating a context for change