We do not believe that people themselves turn problems into conflicts. Rather, it is the social conventions and behavioural frameworks we operate in, which escalate problems to undesirable conflict levels.

By understanding and adapting them, it is possible to bring people together to cooperate and eliminate the fear and other factors which lie at the centre of all conflicts.

My methodology in mediation is to help individuals understand the need to adapt their behaviour in the conflict situation. This creates an environment where energies can be re-channelled positively into a healthy working relationship between parties. Mediation should be an educative process and aim to develop a shared understanding of the conflict.

“Individuals, teams and organisations that see problems, disagreements and disputes as opportunities, and resolve them effectively, stand out because of their strong capacity for performance, productivity, innovation and success.”

We support our clients in developing a proactive culture of consensus; in overcoming problems, obstacles and differences rapidly and comprehensively; in developing effective solutions, and in achieving successful outcomes.

Mediation comprises:
– Business disputes
– Workplace disputes
– Conflict management

Structure of the 5 steps mediation model

Introduction: creating the frame for the mediation

  • Positive welcome and introduction
  • Agree ground rules i.e. no interrupting, treating each other with respect, confidentiality of discussions
  • Step 1. Storytelling versions from both parts

    (Communication through the mediator and with each other)

    • What do you feel has been happening in your working relationship?
    • Mediator listens and summarizes back for each person
    • More direct communication with each other and explanations
    • Encouraging mutual understanding and honest exchange of feelings
  • Step 2. Venting feelings formulating interest and needs

    (Communication through the mediator and with each other)

    • Clarifying the understanding issues (and if several, will be put up on flipchart)
    • Discussion of each issue
  • Step 3. Idea storming: options, possibilities and solutions

    •  What needs to happen for things to improve between you?
    •  Brainstorming all kinds of possible win/win solutions
    •  Clarifying mutually agreed solutions
    •  Checking the specific details of the mediation agreements
  • Step 4. Negotiation – the agreement is build up

    The parties agree on which ideas should be used to form the agreement and give a possibility to create more values for the parties.

  • Step 5. Signing the agreement – action plan

    Mediator supports to write up the voluntary agreement by the parties that the parties will sign. (Agreements may be verbal only if agreed beforehand).

    A follow up meeting is agreed at the future date with the mediator to see how the agreements are working out.