Stuart D.G. Robinson is specialised in interethical competence and cultural neutrality. His work focusses on the resolution of cultural and ethical conflicts, on cultural & ethical assessments and on interethical and intercultural negotiations.

He lives in Sursee and works primarily in English, Swiss-German, High German and French: he has also studied Itlian and Latin und understands some Spanish.

Stuart Robinson manages the 5C Centre for Cross-Cultural Conflict Conciliation AG in Zug, Switzerland which he founded in 1991.

He is originally of British and, today, also of Swiss nationality.

SPECIALIST for CULTURAL & ETHICAL CONFLICT, ASSESSMENTS AND THE DEVELOPMENT OF INTER-ETHICAL COMPETENCE

In the conflict field, Stuart Robinson has been observing and resolving interpersonal and inter-organisational conflicts for over twenty-five years, particularly those involving different sets of values, or what are termed "cultures" and "ethical standpoints".

With his original academic background from Britain in Linguistics, with Psychology and later in Philosophy, he has been eclectically following the international research and theoretical developments in conflict resolution over the last thirty years very closely, and has retained a highly intuitive style in his personal conciliation work.

At the core of his approach lie cultural and ethical neutrality (see his article 'The Value of Neutrality') and the development of interethical competence.

At 5C, he has pioneered the resolution of conflicts through this specialised form of neutrality. It forms the foundation of his work in analysing the cultural and ethical profiles of individuals and organisations, not only in audits, assessments and coaching, but also in cases of acute and even armed, life-threatening conflict where he might only have a few minutes to analyse the roots of serious tension. He regards interethical competence as one of the key competences for the future, but sees that it is seriously under-developed in most organisations.

Having shared his first-hand, international experience with others through media interviews, articles and also through the coaching and supervision of other intercultural mediators, he prefers today to "do" his work, "rather than talk about it." 

Included in his wide range of practical and theoretical experience, he draws on insights from the Chinese "I Ching" Classic of Changes, a book of wisdom dating back over three thousand years about how people’s situations can change negatively or positively.

Further, he has integrated Traditional Chinese Medicine into 5C’s expertise* in successfully treating the physical and psychological dysfunctions which so often are the cause, or the effect, of people falling into conflict with others.

Stuart Robinson’s personal views on "conflict"

• "I see "conflict" as the birthplace of long-term positive change, even if, in the short term, such change is sometimes deeply painful."
• "In principle, the parties who have been able to create a conflict should also be able to get themselves out of it.  Human nature, however, allows us to get so hurt or angry as a conflict builds up, that we often need skilled, outside help to de-fuse it. This is because the triggers for our emotions lie deep inside our value-systems and outside the normal scope of our personal control. Optimally, parties-in-conflict should search for such external help together, rather than going separate ways.
  The latter generally only:
  i) escalates the conflict,
  ii) destroys the relationship beyond repair and
  iii) prolongs the resolution process at significant extra cost."
• "The phenomenon of "intent" has fascinated me for many years. I observe time and time again how people’s perceived intentions are, in fact, nothing but distortions created through the dynamics of relationships and through personality differences and cultural differences. Unfortunately, these distorted perceptions of intent can become irreversible realities in the relationship - that is, until the conflict is unravelled and resolved."
• "What concerns me deeply, beyond the suffering of those directly involved, are those parties who are indirectly hurt by a conflict – these can be employees who lose their careers or their jobs, children who lose united parenthood, the social and natural environment around us etc. Conflict resolution work, if approached holistically, can and should address the voiceless."

PROXY NEGOTIATOR

As an experienced and skilled negotiator, Stuart Robinson not only helps clients to prepare their negotiations in advance but also, where requested, does the actual negotiating on their behalf.

Alongside his linguistic skills, he is well-known for his diplomacy, listening ability, interconnected-thinking, integrity and sheer toughness, where appropriate. He negotiates with financial institutions, creditors, attorneys, managers etc.