Skip to Navigation

In their professional lives people are increasingly expected to deal with tricky or challenging situations as a routine part of their work. Mediating differences between colleagues or with clients, encouraging teams to work together, negotiating sensitive issues and even resolving disputes. These are just some of the tasks we are expected to handle with confidence and flair.

Mediation is an increasingly popular approach to resolving disputes. By working collaboratively to by-pass confrontation and enabling disputants to maintain a respectful working relationship mediation can help ensure that . By seeking a “win-win” solution, acceptable to both sides, mediation promotes better understanding among disputants. It also costs less, results in more lasting agreements than litigation, and can be used for emotionally sensitive disputes where other forms of conflict resolution are inappropriate.

Content

  • Introductions, needs and expectation
  • Goals for the course, self monitoring and plans for consolidation
  • Conflict, disputes and disagreement; what the process commonly involves
  • The relationship first, results second
  • Building rapport, verbal and non-verbal strategies
  • 10 keys to resolving conflict
  • The four ‘default modes’ of people under pressure
  • Personal skills inventory; identification of existing competencies
  • Remaining creative; thinking past the obstacles
  • Goal setting and measuring progress
  • Distinguishing players from non-players
  • Encouraging a collaborative stance
  • Reducing the risk of escalation
  • Developing the mediation model
  • Boundaries on difficult behaviour
  • Remaining resourceful under pressure
  • Removing obstacles and remaining solution focused
  • What could go wrong?

Objectives

Understand how to make interventions most acceptable
Build productive working relations even with alienated individuals
Adopt a no blame, solution-focused stance in all interactions
Help protagonists discuss and set their own goals
Align differences of opinion in a non-destructive way
Assess the gravity of any given situation as seen by the protagonists
Initiate dialogue to start the dispute resolution process
Balance individual and organisational interests.

Latest from the blog

What is dialogue?

Dialogue is interactive communication that builds shared meaning. Compared with discussion – where people present ideas with the idea of putting forward the strongest or most persuasive view – dialogue fosters a collaborative exchange of ideas aimed at mutual understanding. Rather than a competitive collision of opposites that fosters disagreement, frustration and confusion, it is […]

Continue reading

Choice is a Matter of Choice

How often have you said to yourself “I have no choice”. Sometimes this little mantra can get us through a demanding phase, but when we start to believe it and make it part of our life it can make us unhappy.

Here’s an exercise in generating choice, because having choice and exercising it are two different things.

Continue reading

Lunch and Learn

The Lunch and Learn (L’n’L) format allows attendees to receive short, focused training in a 60 minute slot, often during their lunch-hour. This approach is suitable for groups of 15 – 200, at any level of expertise. My L’n’L sessions use the same core material as that in my webinars, but with the added advantage of […]

Continue reading
FREE DOWNLOAD - Get it now.

How to be more Resilient

Get my super-helpful guide '9 Steps to Resilience' absolutely FREE, when you subscribe to my newsletter.

Understand the steps to resilience and you can develop the ability to cope with problems and setbacks with less stress and more confidence.
close-link
%d bloggers like this: