Mediation
Mediation is a process where a third party (the mediator) can act as an enabler to resolve conflict between two ‘sides’.
The conflict resolution process allows for a more satisfactory, less combative style to become part of any conflict. This means the ‘temperature’ of the conflict can drop a little so that people can start bridging gaps and resolving issues in a less adversarial way.
Psycho-dynamic mediation takes a more holistic view of the process of resolving conflicts. It enables people to express views, feelings, opinions and emotions so that they can be ‘heard’ as part of the process. This allows people to be able to sift the actual grievances from the emotion of the adversarial process that may be taking place.
One of the primary benefits of mediation is that it can take the conflict away from a legal setting. Professionals are oftenmore equipped to be adversarial and can often appear to ‘stir up’ more conflict and resentment.
In traditional conflict settings, the idea that ‘everyone loses’ is a sign of a successful negotiation is outdated. It does not reflect the way in which mediation has affected the relationships and processes of conflict resolution.
Mediation is frequently (and successfully) used in a range of setting including:
Employment Disputes
Personality Clashes (In teams or between managers and a member of staff)
Change Management
Relationship Issues
Divorce
Estate Planning
Union/Management disagreements
Workforce consultation
Bereavement
Different settings create different results -for example:
Reduced court time
Reduced legal fees
Longer term relationship ‘repair’
A sense of ‘fairness’
A more rational approach to decisions
The ability to build further change into any agreement
The suspension of immediate ‘hostilities’ between parties
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