For most employers and organisations, workplace mediation is a relatively modern concept undeveloped science    – so to understand what it is and what it isn’t will help you make an informed choice about whether and how to best use it as an intervention, doing so will radically reduce the cost and headaches of conflict  .

In a nutshell mediation is a non-confrontational approach to addressing conflicts and disputes. It involves an independent third party , the mediator , who facilitates a conversation between those involved in the conflict and helps them to talk about the issues at the heart of the conflict the matters that are currently affecting their relationship or productivity    and explore ways of resolving their conflicts in a way that ensures both parties are to some extent satisfied about the outcome they reach . Like any discipline there are different theories, practices and approaches that typically distinguish some experienced mediators from others. Here are the most common approaches to mediation;

Facilitative Mediation
This model of mediation has probably been around the longest and is the most popular model for resolving conflicts and disputes, particularly those in organisations  This approach was made popular by the Harvard Negotiation Project as an economic model of conflict resolution. The approach advocates some key principles; self determination, the right to act on one’s own behalf  free and informed consent  the understanding that one participates in the mediation on a voluntary basis   and confidentiality.  
A facilitative mediator is one that acts as a substantively neutral facilitator, in other words they will not remark on, share views or opinions on the content of the conversation. The mediator will manage a structured process, help create a safe environment for the conversation to take place and use their skills to help enhance the quality of the dialogue that takes place . The outcome of the mediation is the responsibility of the parties – it is they who will decide what, if any agreements are to be made and what the terms of those agreements will be - this is the self determination aspect of mediation  . The mediator’s role is to maximise the possibility of the parties arriving at a mutual agreement and to increase the chances that the terms of those agreements stick. The facilitative mediator will have learnt some core interpersonal skills , process skills, mediation management skills and have a broad understanding of conflict .

Transformative Mediation
This model of mediation has its origins in the US, developed by two eminent psychologists  and is based on the idea that human beings have the inherent capacity for strength and connection which become impaired during interpersonal conflict. The role of the transformative mediator is to support the parties find their own way in the conversation such that these inherent capacities get activated. So the process  doesn’t necessarily follow a particular order  and the parties dictate the content, pace , direction and outcome of the mediation.

Evaluative Mediation
Evaluative mediation is similar in many ways to Facilitative with one important departure; the mediator’s role is to offer parties views and opinions with regard to the relative strengths and weaknesses of each side’s case or argument. So in some way the mediator’s role is more akin to the role of a judge or arbitrator apart from the responsibility for making decisions – which in the end revert back to the parties.  Evaluative mediation is more popular with commercial disputes and rarely used as an intervention to resolve workplace disputes.

Mediation is a powerful tool to address workplace conflict. It can help save your business considerable legal costs, not to mention the hidden costs incurred as a result of poor business decisions, lower morale and motivation, fragmented team relationships and the time spent by managers and HR professionals trying to sort out the mess ;

1. The mediator is a neutral person

2. The parties are there on a voluntary basis

3. The parties decide for themselves any agreement or outcome