About organizational mediation
Effective resolution of organisational disputes
Organizational mediation
Organizational mediation is a conflict resolution process within an organization that aims to help the parties involved with the help of an impartial third party, the mediator. Unlike other conflict resolution methods, mediation does not focus on finding fault, but on understanding the issues, communicating effectively, and finding mutually acceptable solutions.
Organizational conflicts are common. Identifying them early can prevent the situation from escalating to the point where the workplace becomes toxic, seriously affecting the performance of individuals and all teams.
Organizational mediation analyzes complaint trends and helps achieve the organization’s strategic goals.
The real challenge is to identify the sources of conflict, but more importantly to engage the people involved to understand the root causes of conflict and to develop effective short-, medium- and long-term solutions…
It is essential to promote practices that foster cooperation and harmonious teamwork.
A preventive approach involves raising awareness and training members of the team or organization in conflict resolution and prevention. It is also essential to inform them of the steps to take if their attempts at resolution through other DRP methods fail, such as mediation, conciliation, arbitration or the intervention of an ombudsman.
Benefits of organizational mediation
Organizational mediation can be used to:
- Analyze all of an organization’s communications
- Defuse a conflict situation
- Establish protocols to prevent future conflicts
- Achieve the strategic goals of the organization
- Successfully manage an intergenerational transfer
- Planning or initiating a shareholder agreement
- Avoiding a negative impact on the organization’s image and credibility
The process is based on :
- Active participation in the search for solutions to resolve the conflict
- Exchange of all relevant information to obtain a true profile of the organization
- Diagnosis of the communication as a whole
- Communicating each other’s needs and interests for a common understanding
- The desire to understand the root causes of conflict and find win-win solutions
The challenges of organizational mediation :
- Some people may be reluctant to participate or accept the results of mediation.
- Mediation agreements can sometimes be insufficiently binding to prevent future conflicts, since mediation is based on the good faith of the participants and not on formal mediation or judgment.
- The success of mediation depends on the experience of the mediator and the trust of all parties involved.
Our practices :
- According to the ADRIC Code of ethics
