Unlocking Better Communication and Sustainable Outcomes
The Undervalued Power of Mediation
I have recently relished the challenge and opportunity of mediating workplace disputes, and have been reminded of how transformative (and underutilised) mediation is in the workplace setting. Why isn't it not more commonly used? Perhaps it’s invariably seen as part of the legal landscape, or as a matter of last resort, rather than an opportunity to foster understanding and collaboration.
When embraced, mediation offers a structured platform for better understanding varying perspectives, exploring differing approaches, and charting a sustainable path forward. It’s not just about resolving the immediate issue at hand; it’s about building frameworks for future communication and partnership.
Why an External Mediator can make the Difference
While on-the-ground managers (or HR) often attempt to mediate, the role of an impartial external mediator can assume importance. External mediators bring neutrality, expertise, and trained methods to ensure that the process remains constructive and focused. Away from the perception and politics of management and HR, an external mediator helps the parties feel heard, understood, and respected, in turn laying the groundwork for agreements that go beyond temporary solutions.
A well-facilitated mediation process results in:
When to Mediate Workplace Conflicts
Determining the right time to mediate is key to ensuring lasting results. Mediation is often most effective as early as possible after problematic workplace relationship issues have arisen. That is, adverse issues can be 'nipped in the bud' at an early stage, leading to better relationships and results. We all know the early signs - an employee dreading coming into work, low morale, avoidance and disengagement.
Although early is ideal, it is still beneficial at other stages of a conflict, for example, before the making of a formal complaint, or following the outcome of an investigation (internal or external). Not to mention during the course of legal proceedings, although this is often mandated as conciliations depending on the jurisdiction.
Essentially, mediation is most effective when the conflict is at a stage where parties are open to dialogue but require assistance in reaching mutual understanding.
HR’s Role in Championing Mediation
HR professionals (as well as line management) possess a unique position to champion mediation within their organizations. By integrating mediation into their toolkit, they can proactively address workplace tensions before they escalate into larger conflicts. This involves:
A Call to Action
Workplace mediation is more than a conflict-resolution tool; it’s a way to foster understanding, collaboration, and sustainable workplace harmony.
The question is not simply "Should you mediate workplace conflict?" but rather, "What are you waiting for?"
I regularly share short insights on mediation, negotiation and all things leadership. From how to optimise success in negotiations, to the skillset required to sustain high team performance and promote resilience. I share these video reflections, drawing from my experience both as a former leader in professional services and now as a mediator and leadership coach.
"Damien is an incredible Mediator. He is experienced, is always across the brief and has a depth of legal knowledge that can assist the parties to navigate even the most complex issues to reach a resolution. Damien is my first choice for any Mediation, especially for vulnerable plaintiff’s feeling overwhelmed by the process as they are immediately comforted by his affable and empathetic nature.”
Damien was engaged as an Executive Coach in our business to navigate a half-decade of poor habits, realign our leadership team and position us for a strategic exit.Facilitating an executive workshop was instrumental in resolving internal conflicts and realigning us to a collective focus on future opportunities.
I have especially appreciated your logical and calm approach to problem solving, and I have valued your methodical and composed demeanour in tackling complex issues. You have not only equipped me with effective strategies but also instilled a sense of confidence and clarity in my own decision making processes.
