There comes a point where words no longer get through. Meetings stall. Interpersonal tensions start to contaminate decisions.
At that stage, it is no longer a communication issue. It is a structural conflict. And it will not “resolve itself” over time.
In these contexts, bringing in an external professional mediator can change everything — provided they are credible, neutral, structured, and operational.
When should you call in a mediator?
Professional mediation is not a sign of weakness. It is a strategic choice to restore dialogue within a clear framework.
Typical situations where we intervene include:
- Persistent conflicts between managers or partners
- Tensions after a reorganisation or leadership change
- Broken or blocked social dialogue
- Risk of contract rupture or ongoing employment litigation
- Alleged harassment with conflicting accounts
- Inter-departmental blockages undermining performance
In all these cases, the intervention of a neutral third party, trained in mediation and crisis negotiation, makes it possible to rebuild a workable basis for discussion.
Our posture: neutral, structured, uncompromising
At NON | NÉGOCIABLE, mediation is neither soft nor lukewarm.
We are not here to “please” the parties or cosmetically smooth things over.
We set a clear methodological framework, built on:
- laying out facts and perceptions,
- identifying the real stakes (not just the stated positions),
- a lucid restitution of what blocks the situation (including what is uncomfortable),
- defining a realistic way out, with commitment from the parties.
All of this is done under strict neutrality and confidentiality.
For which stakeholders?
We intervene for:
- Executive teams wanting to resolve a discreet but toxic internal conflict,
- HR departments facing tension between employees or between management and frontline teams,
- Legal teams looking for an amicable route before litigation,
- Unions in explosive social contexts,
- Teams in long-term tension that can no longer function.
In every case, our presence brings oxygen back into the system, along with a framework and actionable perspective. This is not coaching. This is not therapy. It is a resolution method.
Who leads the mediation?
All mediations are led by Arnaud Emery, founder of the firm:
- Professional mediator trained in institutional and crisis contexts
- Former mediator for the French National Police
- Doctor of Law, specialist in negotiation systems
- Trained in complex negotiation at Harvard
This dual field + strategy expertise is what makes us effective on sensitive cases.
Mediation or strategic support?
In some situations, formal mediation (tripartite framework, charter, written confidentiality) is the right option.
In others, a more individual strategic support (preparing to resume contact, posture coaching, co-designing a realistic exit) is more appropriate.
We help you choose the right modality, without forcing it.
What you can expect
Professional mediation does not guarantee a perfect agreement.
But it allows you to:
- identify a realistic way out, even if partial,
- significantly reduce legal and human risks,
- restore agency for the people involved,
- clarify roles and responsibilities.
And often, to preserve a relationship that seemed beyond repair.
Need a reliable, structuring third party?
The worst mistake in a frozen situation is to let it rot.
A confidential call is enough to set a frame and quickly decide whether mediation is appropriate.
👉 Contact us to explain your situation.
We intervene in Lyon, Paris, or remotely, within short timeframes.