It’s painful when two people are in conflict. The same can be true for two different divisions of an organization.
And not only does it cause hurt feelings, but it affects productivity, increases risk for the entire team and organization, and just generally sucks.
Mediation can help solve that. Mediation is dispute resolution, that similar to my approach of Executive Coaching, relies on the individuals involved to solve their own conflicts. My role as a mediator is not act a judge, jury, or even as an expert witness. My focus is on creating a safe space where individuals can understand each other, the underlying interests and issues involved in their case, and ultimately create a deal that solves the problem.
But on occasion, the parties recognize that they cannot reach agreement through mediation. And then they need to pursue other alternatives. We can talk through that, as well.
It’s important to know that in a formal mediation process, my conversations are confidential, and depending on what state you live in, the courts are not allowed to access my notes (which I destroy after mediation, anyhow), nor put me on the witness stand. My role is one of a neutral facilitator. I’m there to support each of you, and I usually find that when people hear each other, they can craft solutions that they both agree to.