Mediation

Conflict in organizations exists on a spectrum - and it requires a wide range of tools to manage equitably, efficiently, and effectively.  Mediation is a powerful tool in any group (or individual's) toolbox - and often you need the assistance of a neutral 3rd party to hold space for that process. I offer a flexible range of mediation processes for groups and individuals.

When might we need Mediation?

  • Several members of your business are having communication issues that are effecting work quality.
  • A staff person is feeling harassed or discriminated against by a colleague, and wants to address it directly.
  • Stakeholder groups in your Board of Directors are at an impass because their representatives cannot work together amicably.
  • Members of your housing community are having 'neighborly negotiations' that have become hostile, and is effecting their quality of life.

What Mediation is (and isn't):

  • Mediation is a process for finding resolution and meeting mutual needs through 3rd party facilitated dialog.
  • It is Voluntary - participants show up because they want to show up.
  • A mediator is not a judge, lawyer, counselor, or therapist. We are not hear to judge right or wrong, or to 'fix' the problem 'for' the participants.
  • A mediator is a neutral 3rd party who sets the space and guards the process of mediation, keeping the participants safe as they explore their experiences and hopefully develop options to meet their mutual needs.
  • Mediation is 100% confidential; notes taken during the meeting will be destroyed at the end, and participants are asked to share resolutions and lessons, but not identifying details or content.

Mediation Process:

  • The basic process of Facilitative Mediation consists of a 20 minute phone intake with each party involved in the mediation, followed by a 3 hour in person conversation, guided and structured by the Mediator.
  • Some dyads and/or groups will need more than one session to come to resolution and agreement - the success of the process is directly related to the participant's willingness to put in effort, and the length (and complexity) of the conflict being addressed.
  • Mediation for conflict involving large groups of folks often requires a more flexible approach to process - luckily, group conflict management design is a special focus here!