Mediation

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Mediation

Mediation is an effective, pragmatic and constructive process with high success – and satisfaction – rates.

The role of the mediator is to assist the parties to mutually identify and focus on the issues that lie at the heart of the conflict, generate options for resolution and provide a safe place for communication to occur. It is not the role of the mediator to impose a solution or make judgements about the nature of the conflict, or decide what is ‘right’ or ‘wrong’.

While a conflict incident (or history) may have initiated the need for mediation, the purpose of mediation in work settings is to allow the parties to find constructive ways to improve the relationship, post-mediation.

There are no guarantees that mediation will always be successful. It requires two willing parties, both of whom must want to resolve the conflict with a solution acceptable to all.

Conflict coaching is often recommended prior to any mediation or dispute resolution process. It prepares the client to work on solutions which are mutually beneficial, having already dealt with their feelings of hurt or outrage at what has been happening in the conflict.

Benefits of mediation include:

• The parties have an opportunity to free up communications, have their say and tell others exactly how they see the problem in a confidential, non-threatening atmosphere, without prejudice to their rights. Misunderstandings can often be cleared up simply by providing space for this conversation to occur in a safe setting.
• The model puts control of the dispute resolution in the hands of the parties themselves, who are those best equipped to find the appropriate solution in view of their individual needs and interests.
• Mediation is usually significantly cheaper and quicker than litigation or arbitration, minimises lost productivity and management time, and can be arranged to suit the convenience of the parties.

Yvonne Treen uses the LEADR mediation process model