Mediation

Can a third party really make a difference?

Conflict exists in every organization.  It can range from low level discomfort to a crisis point with employees engaging in extreme behaviour.  Conflict changes people.  Negative behaviours feed into each other in a vicious circle that degenerates and quickly becomes mutually destructive.

Unless there is some form of intervention, people generally become “stuck” in the same patterns of destructive behaviour.  Enlisting the help of an independent third party mediator is an extremely effective way to break this cycle.

So what does the mediator actually do?  There is no single answer to that question.  Many people are unaware that there are different forms of mediation.  The facilitative (problem-solving) model is the most commonly practiced form of mediation in Australia and many mediators are only trained in this model.  However, the lesser known transformative model of mediation is particularly effective in the workplace context.

What is the difference between the two models?  In both models the mediator is an independent third party who does not determine the content or outcomes of the dispute.  In very simplistic terms, the main difference is the goal of the process.

The goal of the facilitative model is to reach an agreement or to settle the dispute.  The process is quite structured and the mediator is responsible for moving the parties through the different stages of the process.  Alternatively, the goal of the transformative model is to help the parties change the nature of their conflict interaction.  Settlement of the dispute is one possible outcome, but it is not the single measure of success.  The process is far more flexible and driven by the needs of the parties. 

Sometimes in mediation, the parties “settle” their stated dispute, but they are still stuck in their destructive conflict interaction.  However, as the transformative model focuses on shifts in the conflict interaction ahead of settlement, this is less likely to occur and it has been found to be very effective when there is an ongoing relationship between the parties.  Ironically, in a large scale study of the transformative model in the United State Postal Service, the settlement rates of transformative mediations were as high (if not higher) than those achieved using the facilitative model.

At Livingstones Australia, we have expertise in both styles of mediation and we work with you to determine which model best suits the particular conflict situation. 

If you have been thinking about mediation and would like to discuss your options benefits, please contact Katy Russell. 

Katy has also developed a simple list of questions that may help you in choosing a mediator.