Mediation for conflict and dispute resolution
✓ Conflict and dispute resolution provided within a safe environment aims to depersonalise difficult situations so that those involved can reach mutually agreed solutions.
✓ Our role as mediator and facilitator encourages all sides to take a mutually respectful and objective view of the situation gaining a shared perspective on both the cause and solutions.
✓ Conflict and dispute resolution with trained objective mediators and facilitators gives a greater possibility of a lasting resolution.
✓ Our role as mediator and facilitator encourages all sides to take a mutually respectful and objective view of the situation gaining a shared perspective on both the cause and solutions.
✓ Conflict and dispute resolution with trained objective mediators and facilitators gives a greater possibility of a lasting resolution.
Mediation effectiveness
Mediation is not the only way in which conflicts and disputes can be resolved, but it is the most effective. It is usually cheaper and quicker than litigation, and more efficient than diverting internal resources.
As mediation produces rapid results, it can also be used in the earliest stages of a dispute preventing it from escalating and preserving workplace relationships.
Mediation arrives at a mutually-agreed solution, it results in greater satisfaction and less likelihood of problems recurring. Parties are more likely to comply with a mediated agreement than an imposed directive, as they can address issues that aren’t open to legal determination, and have a greater degree of control over the details of implementation.
As mediation produces rapid results, it can also be used in the earliest stages of a dispute preventing it from escalating and preserving workplace relationships.
Mediation arrives at a mutually-agreed solution, it results in greater satisfaction and less likelihood of problems recurring. Parties are more likely to comply with a mediated agreement than an imposed directive, as they can address issues that aren’t open to legal determination, and have a greater degree of control over the details of implementation.
Mediation process
✓ We use a community mediation model. This involves meeting with all individuals directly involved in the conflict, difficulty or dispute situation in order to hear and understand the viewpoint of each individual.
✓ The mediator will then meet with all the individuals concerned and work towards a mutually agreed solution. During this joint meeting each individual is encouraged to be honest, flexible and willing to work towards a resolution that is mutually acceptable. The mediators will facilitate mutual respect for and from all parties involved.
✓ The process is expected to take a minimum of 1/2 day and depending on the numbers of parties involved may involve two or three consulting days.
✓ The mediation process is voluntary as is any agreement reached. All individuals involved sign a a copy of this voluntary agreement which clearly indicates all the points agreed.
✓ The mediator will then meet with all the individuals concerned and work towards a mutually agreed solution. During this joint meeting each individual is encouraged to be honest, flexible and willing to work towards a resolution that is mutually acceptable. The mediators will facilitate mutual respect for and from all parties involved.
✓ The process is expected to take a minimum of 1/2 day and depending on the numbers of parties involved may involve two or three consulting days.
✓ The mediation process is voluntary as is any agreement reached. All individuals involved sign a a copy of this voluntary agreement which clearly indicates all the points agreed.
Mediative coaching
Mediative coaching brings a mix of mediation and coaching as a solution to those individuals who are finding it difficult to work together, gain agreement or have difficulty in communicating.This model allows each individual to meet with the Coach who then gains an understanding of the issues and problems as identified by each individual. (If the problems are identified by a stakeholder than a meeting between the stakeholder and the individuals would be held first to ensure complete transparency).
The coach then works with each individual to help them find additional flexibility in behaviour and attitude whilst helping them to understand the different ways individuals communicate. The coach will work through areas such as use of language, meaning, tone, rapport building and non verbal communication as a way to encourage improved understanding and communicating ability. The coach will identify strengths and help the individual to build on these strengths so the coaching is approached from a generative perspective.