{"id":2550,"date":"2024-10-09T19:07:13","date_gmt":"2024-10-09T19:07:13","guid":{"rendered":"https:\/\/collaborationschool.com\/?page_id=2550"},"modified":"2026-04-18T05:45:48","modified_gmt":"2026-04-18T05:45:48","slug":"workplace-mediation","status":"publish","type":"page","link":"https:\/\/mist.mirasee.com\/collaborationschool\/workplace-mediation\/","title":{"rendered":"Workplace Mediation"},"content":{"rendered":"\t\t
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Mediation is a confidential, voluntary process that empowers parties involved in a conflict to find their own resolutions. There is only one reason conflict arises – needs aren’t being met or there is a perception they are being threatened. When we know what those needs are and are open to finding solutions to meet them that also meet the needs of others involved, it can make conflicts easier to solve.<\/p>

A trained mediator helps those involved get really clear on what those needs are, provides coaching to support the mindset shifts necessary to share needs and hear the needs of those they are experiencing conflict with, then facilitates a collaborative process to help them to identify solutions that meet the needs of all involved.\u00a0 When people work together and want to continue to do so, using this “WHY before HOW” collaborative approach is the only one of the various conflict solving styles that focusses on both good solutions and good relationships.<\/p>

The Mediator<\/strong><\/p>

My role as the mediator is to act as a skilled neutral. I do not tell people how to solve their conflict. What I do instead is bring almost three decades of mediation experience to helping people analyze the situation, get clear on what’s most important to them (their needs), prepare to share their perspective in a way other(s) can hear it, and to be open to hearing the perspective of the other(s) involved in the conflict. I facilitate a collaborative process, helping people participate effectively and come to solutions that meet the needs of all involved.<\/p>

Benefits of Mediation<\/strong><\/p>

When we use an adversarial process to resolve conflict, the focus is generally on identifying who is at fault and what their consequences will be. In my experience, most people involved in a workplace conflict see themselves as the person wronged. If someone (the manager, for instance) decides they are in fact in the wrong, they will feel misunderstood at best, and betrayed at worst. This right-wrong approach typically spells the end of relationships. Someone often leaves the workplace – and if they don’t leave physically, they may leave mentally and there can continue to be a conflict waiting to erupt again.<\/p>

Interpersonal workplace mediation is a collaborative process focused on building understanding, finding mutually satisfying solutions and repairing relationships so the people involved can improve their communication and work together in the future in a way that works for all involved. This leads to improved productivity, staff retention and job satisfaction.<\/p>

Preparation<\/strong><\/p>

I spend as much or more time preparing people to participate effectively in the mediation as I do bringing them together to find resolutions. The participants work with me one on one in confidential preparation meetings to get clear on what needs aren’t being met for them, why the conflict arose, and what’s most important for them to share with the other person. This preparation for coming together with the other person(s) in mediated sessions typically takes 2-4 meetings with each person involved, depending on the coaching and support required to prepare them to participate effectively in a collaborative process. If it’s a conflict that has been getting bigger and bigger over many years, or if someone involved requires more support to shift from blame and judgement to curiosity and openness to hearing other perspectives, the preparation step may take longer.<\/p>

This step is absolutely key to the success of mediation – the better prepared each person is, the more satisfied they will be with the outcome and the more likely it is that they are able to work together effectively into the future.<\/p>

Why I Don’t Mediate Online<\/strong><\/p>

Repairing work relationships is key to mediation and there is a necessary focus on developing effective communication and re-building trust. If there is conflict, trust has broken down, very likely over a long period of time. Studies have shown that body language plays a vital role in the messages others hear from us. Research has also shown that video conferencing reduces trust by as much as 30%. To give my clients the best possible opportunity to improve how they work, communicate and problem solve together into the future, I have chosen to mediate in person only.<\/p>

If you have a workplace situation you think could benefit from a mediated approach, send me a note and we can find a time to chat.<\/p>