Mediation

RESOLVING PERSONAL AND ORGANISATIONAL CONFLICT WITH INTEGRITY

“The more we run from conflict, The more it masters us; The more we try to avoid it, The more it controls us; The less we fear conflict, The less it confuses us; The less we deny our differences, The less they divide us.” David Augsburger

 

FOR INDIVIDUALS AND TEAMS

Mediation is a serious and effective alternative to formal dispute resolution for resolving interpersonal and team disputes. It provides a framework for exploring the issues between parties with openness and honesty. It is timely and efficient. It builds and strengthens relationships. Agreements reached in mediation are more likely to be sustainable because the parties have control over them and agree to them voluntarily. If it becomes apparent during or after mediation that a formal process is more appropriate that can always be pursued. In most cases however mediation will deliver a sustainable and viable resolution that satisfies all parties.

THE PROCESS

We will work with you to determine the mediation intervention that will be most likely to assure positive results. A generic mediation process typically begins with the mediator speaking to the referrer to get a sense of the main issues and general situation. Contact with the individual parties involved is the next step resulting in separate meetings between the mediator and each party. The mediator then assesses the situation and determines whether to move into joint session or to consider other formats such as shuttle mediation or continued individual meetings to prepare for a joint session. Because every situation is different it is wise to consider the different options available so as to address the particular individual and organisational needs.

TIME FRAMES

Interpersonal conflicts between two people can often be handled in one day, with individual meetings taking place in the morning and a joint session in the afternoon. It is advisable however to keep open the possibility that extra time may be needed either to complete the joint session or to hold a review meeting within a few weeks or months time.
Team mediations that are particularly fraught and long standing interpersonal conflicts will need more time. Careful consideration will be given to the timing and configurations of planned interventions.

Useful Resources

A COLLECTION OF INTERESTING RESOURCES

Workplace Mediation: How Employers Do It – A CIPD Report

This report explores the ways in which organisations use mediation in the workplace.  It explores the costs, opportunities and benefits of using mediation in the workplace and why, in some places, it is still not used.

Mediation: An Approach to Resolving Workplace Issues – A resource by ACAS and CIPD

This guide provides practical guidance for employers, employees and their representatives in deciding the suitability of mediation for a given situation.

Conflict Management – A CIPD Survey Report

This survey contrasts the use of Employment Tribunals, Compromise Agreements, and Mediation in dealing with conflict in the workplace.

Flight, Flight or Face It: Celebrating the Effective Management of Conflict at Work – A research report by OPP in collaboration with the CIPD

This research highlights the costs and causes of conflict at work, the roles of various stakeholders and the potential for conflict to deliver positive outcomes for business when handled well.