Quinella Mediation Valley

19/05/2026

Zero pitch fear. New kids.

I’ve attended ITEX 2026 in KL today and there was a section with kids innovations. What I see, they have no fear to pitch at all. They are really cool. They are entrepreneurs! The try, they get a negative feedback, they try again until it works. I admire them!

I look at my 8 yo son, for him “no” is valid only in the second he faces it. Next second he tries again, he asks again reframing the question, he tries and pushes until he gets what he wants.

Please, kids, be the way you are! Please teach us adults to be like that. To try again and again, to push somewhere without hesitation, to get what we want. And never give up!

We are blessed with the next generations and our kids 🙏

15/05/2026

Pause and reflection are a secret weapon against manipulators

“How to pause and engage in reflection? How to shift from “Stimulus-Reaction” to “Stimulus-Reflection-Reaction”? This is a skill formed through practice.
 
Every thought that someone tries to plant in our minds should be examined:
 
Why do I need this thought? How will it help me grow? How does it support my goals? Why is it being served to me on a silver platter?
 
Only after that should we respond.
 
As soon as you begin to pause and reflect, anxious manipulators, those who insistently offer you these thoughts, will become visibly unsettled. You will clearly see how they try to fill your pause, interrupt your thinking. Look at the person, smile thoughtfully, and after ten seconds say: “I need to think about this some more”. The manipulator will most likely feel disoriented and may not even ask when you will respond, because he expected an immediate reaction to the trigger.
 
Imagine the shift this will create in your life.You will begin to see the people who habitually populate your mind with their thoughts. Do not be offended by them. It was simply allowed before. They will stop once they realize it no longer works. And something remarkable will happen: they will begin to think about how and what to propose to you, and why. Even their language will change: “Please think about…”, “What do you think about…?” They will know that you are not reactive, but conscious. And then they will ask when you have had time to think and when it would be appropriate to return to the conversation.
 
This is genuine respect for your attention.This is the triumph of reflection.”

From our book “Conflict Resolution by QUINELLA METHOD: Guaranteed Success in Mediation”
📚https://a.co/d/2qZb8x7 in English (link in bio)
📚https://www.litres.ru/73160663 in Russian (link in bio)

02/05/2026

18/04/2026

Our book “Conflict Resolution by QUINELLA METHOD: Guaranteed Success in Mediation”

#1 Amazon Best Seller in USA
#1 Amazon Best Seller in UK

📚https://a.co/d/2qZb8x7 in English (link in bio)
📚https://www.litres.ru/73160663 in Russian (link in bio)

16/04/2026

We wrote the book “Conflict Resolution by QUINELLA Method: Guaranteed Success in Mediation” to show that mediation is a structured process with predictable outcomes.

In our book, you won’t find just ideas, but a clear system: how to move people out of the “victim” mindset, how to identify the real interests of the parties, and how to guide a conflict toward a solution that works for everyone.

This book is for those who manage teams, lead complex negotiations, or are simply tired of recurring conflicts.

If you want not just to “put out fires” but to resolve conflicts in a mutually beneficial way, discover an approach that changes the rules of the game.

Start with our book - conflict resolution is closer than you think:
📚https://a.co/d/2qZb8x7 in English (link in bio)
📚https://www.litres.ru/73160663 in Russian (link in bio)

10/04/2026

How did we write the book?

“Conflict Resolution by QUINELLA METHOD: Guaranteed Success in Mediation”
📚https://a.co/d/2qZb8x7 in English (link in bio)
📚https://www.litres.ru/73160663 in Russian (link in bio)

No. 1 Amazon Best Seller in UK. No. 1 Amazon Best Seller в USA.

02/04/2026

15 Important Words

If a person in a conflict doesn’t hear the essence of the matter, but only hears what they want, what feeds the inner “victim”, who is fueled only by negativity, feeds the ego, and the position that protects the ego. Like, “I was right, they did wrong.” I’m the victim in this situation, and they’re the aggressors. Read: “I’m good, and they’re bad.” Meanwhile, what the other party says contains a lot of valuable and beneficial information for the first party.

You need to do the following:
Write down what the other party said. And ask the person to highlight the most important 15 words. Then delete these words from the text, leaving dashes. Ask to highlight the most important 15 words again. And repeat this process several times until the other party sees what they previously didn’t want to see, but what is important for resolving the conflict.

For more information on conflict resolution, see our book:
📚https://a.co/d/2qZb8x7 in English (link in bio)
📚https://www.litres.ru/73160663 in Russian (link in bio)

’snotes

31/03/2026

“Keep boss happy” - a problem which most CEOs don’t want to face or don’t want to acknowledge.

I’ve observed this in various companies.

Why?

1. If I achieve something, I want you to maintain the hierarchy because I’m at the top. This leads to...

2. The team becomes distant. They don’t know the boss’s personality or how they might react to news.

3. Tension in communication with the boss.

4. No one on the team wants to tell the boss bad news.

5. Lack of exchange. It’s better not to be the center of attention.

6. All the boss’s decisions are silently supported.

7. The truth and information crucial for decision-making don’t reach the boss.

8. The result: risks of business problems. Losses.

Would you like to be such a “happy” CEO?

We teach teams how to share information internally and with management through:

1. Discussing problems, not people. If I report a problem doesn’t mean I’m creating it. This willingness to share information should be valued and encouraged.

2. Not defending positions, but exploring interests. Not assigning blame, but finding solutions.

3. Developing an action plan and implementing it as a team.

4. Open and supportive communication for business development.

Want to learn more? Just message me.

27/03/2026

Mediators mood when it’s all about conflict!

is

25/03/2026

The thought you nourish is the one that flourishes!

“Most people live within the “Stimulus-Reaction” paradigm. Any trigger: a message, a call, a sharp word, a manipulation, provokes an immediate response: a harsh reply, falling into the manipulator’s trap. The conflict escalates, and the desire to resolve it peacefully disappears.
 
What kind of mindset can exist in such conditions? Naturally, a hostile one. It is crucial to notice and acknowledge aggression (which, by the way, is a natural feeling when a person does not get what they want). To simply recognize its presence. To see that these hostile thoughts are not driven by a clear interest or goal, but exist as autonomous mental processes, fed by something, sustained, and thriving in your mind.
 
The beast you feed is the one that grows. The thought you nourish is the one that flourishes. But noticing this in the moment is not easy.”

From our book “Conflict Resolution by QUINELLA METHOD: Guaranteed Success in Mediation”
📚https://a.co/d/2qZb8x7 in English (link in bio)
📚https://www.litres.ru/73160663 in Russian (link in bio)

23/03/2026

From our book “Conflict Resolution by QUINELLA METHOD: Guaranteed Success in Mediation”
📚https://a.co/d/2qZb8x7 in English (link in bio)
📚https://www.litres.ru/73160663 in Russian (link in bio)

“The Prism of Conflict is a technique we developed and apply within the Quinella Method to demonstrate how conflict affects people and business.

The Prism of Conflict teaches us to view conflict as a phenomenon that distorts our perception of reality, without defining reality itself. When the parties to a conflict understand that the source of the conflict lies not in the people, not in the parties themselves, but in how their views are refracted through this prism, they gain the chance to restore clarity and regain the energy to move forward.”

If a conflict arises and escalates because of your perception of things, then working with perception, cognitive traps and prejudices will help to resolve the conflict.