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Eckhart, Tolle

Mediation

MEDIATION

The mediation technique aims to solve the situational and emotional conflict between the participants. It is not to prove one party right and another wrong. This technique has some subtleties that should be strictly followed to be effective, and participants are informed of their roles during their pre-briefing session. Mediation does not force the resolution but does so by using factual information. The process is facilitative and neutral in nature. Mediation is a highly confidential process and will not form part of any performance based workplace reviews or processes.

Values of Salutegenics Mediation:

  • No Blame Approach
  • Mutual Respect
  • Attentive Listening
  • Premise of Good Will
  • Positive Language
  • Encourage Alternative Perspectives

Mediation Process:

In a workplace situation, a third person can be nominated who acts as a peer coach to observe the facilitation, and provide constructive feedback a'er the mediation. Ideally the Peer Coach should be more experienced in facilitation. The Peer Coach is a silent participant who should take notes but not actively engage in the mediation. The Peer Coach is there to support the process, but more importantly be available to both parties post-mediation.

Prior to the mediation session, each party is given 45 minutes to brief the mediator. This can be done on the day of mediation or prior to mediation. Here is when histories and grievances are collated.

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  • The mediator explains the process.
  • Each participant speaks while the issues are recorded; white board.
  • Each person has an opportunity to clarify whether what is recorded is an accurate summary of the problems.
  • Suggestions are requested from both parties.
  • Each person proposes how the problems can be avoided in the future.
  • Possible solutions discussed.
  • Clarification of statements are consistently reviewed during this process.
  • Positive resolutions are encouraged and supported.
  • Participants offer commitments to plan or recommendations.
  • Written plan of resolution provided post-mediation to both parties.

If the mediation is not going well, and one or more participants becomes upset, abusive or aggressive, then the mediation will be postponed. At this point, a small period of time is given privately to both parties, separately. If good will is regained with renewed behavioural boundaries, generally the participants will opt to continue.

It is recommended that a follow up discussion with the Peer Coach is planned prior to the end of the mediation process. If not, then a follow-up discussion can be arranged with the Salutegenics Mediator.

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