When conflicts do not lead to solutions, ultimately the entire company will suffer. Here mediation helps. As a mediator, my focus is on functioning solutions, whereby I am always neutral towards the conflict parties. I want to achieve a result that is viable and feasible for all parties. Such win-win situations are achieved when the common interest in a solution is greater than in failure.
In the past, mediation has enabled me to solve many dissonances in very different constellations: with individual employees, managers or entire teams.
Requirements for mediation
Mediation can only be deployed when the following prerequisites are met to everybody involved
- Participation is voluntary.
- Participants are willing to communicate fairly.
- The parties to the conflict are open-minded about the solution.
- The conflict is confined.
- The content of the mediation meetings will be treated confidentially.
- The participants are prepared to disclose all the content required for clarification.
Mediation typically takes place in five phases, which cross over into each other in practice. It begins with the preliminary phase with making contact and informing the participants about the procedure. This is followed by the five phases
- Kick-off meeting to clarify the mediation topics
- Point out the individual participants’ views
- Conflict analysis and understanding each others standpoint
- Development of solutions and remedies
- Making agreements to which the participants agree unanimously
The end result is the implementation of solutions and agreements in practice.