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ABOUT CONFLICTS IN ORGANIZATIONS

Every organization has informal processes for resolving conflicts; some are so well integrated into our work lives that we do not think of them as "procedures".  Many organizations also have formal processes for resolving certain types of conflicts.  At times organizations may want to supplement these internal processes with third-party collaborative mediation.

Collaborative mediation has many advantages, including:

  • CONFIDENTIALITY --- Knowing that what an employee says in a mediation will not get back to anyone in the organization, disputants tend to relax and open up more than when utilizing internal processes.  This generates more creative alternatives for resolving disputes.

  • IMPARTIALITY --- Since the mediators have no interest in any particular outcome, their only objective is to reach a solution that works for all parties.

  • CREATIVE OPTIONS --- Coming in with an outsiderís point of view, mediators will often ask questions from "outside the box", which in turn generates alternatives not previously considered by the disputants.

  • BUILDS TRUST between the disputants.  Seeing that they can find solutions that work for all parties builds the disputantsí confidence in their ability to resolve future conflicts on their own.  It also avoids the resentment that can arise when an internal third-party imposes a solution on the disputants.

  • ENHANCES SKILLS in problem-solving, communicating, understanding others, and collaboration.

  • SURFACING UNDERLYING ISSUES --- CGMS mediators are particularly skilled at helping disputants uncover and share their underlying interests/motivations/needs.  (Prior to mediation, most attempts at resolving the problem have likely focused on their "positions" -- -- -- their proposed solutions.)

Collaborative Mediation can be utilized to resolve a variety of conflicts within an organization.  (Click on items below for more information, or click here to print all)

 
 

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