What happens in Mediation
Disputants have the opportunity to individually and confidentially ‘think through’ and identify disputed issues to the mediator ‘in their own words’. Disputants then meet in a structured and professional environment to develop options, consider alternatives and with the mediator’s guidance endeavour to reach an agreement. The mediator has no advisory or determinative role in regard to the content of the dispute or the outcome of its resolution, meaning that the mediator makes no suggestion about possible solutions. Instead, the mediator will advise on, or perhaps determine (insist on), the process of mediation within which resolution is attempted.”
Adapted from the National Alternative Dispute Resolution Advisory Committee (1997)
Why use an accredited Mediator?
“Disputants are the worst people to solve their own dispute.” Edward de Bono (1986)
An independent and accredited mediator is more likely to be perceived by the disputants (and the rest of the organisation) as impartial. Use of an external professional mediator provides a sense of safety and security in the confidential and structured process. Using an accredited mediator rather than internal managers as mediators avoids the perception of a conflict of interest and preserves the usual role of managers. It creates an environment of openness and demonstrates the organisation’s intention to follow procedural fairness.
Why use Deltapoint for Mediation?
Our Mediator
Lesley Johnson, one of Deltapoint’s two directors, is a qualified and accredited mediator and member of the Institute of Arbitrators and Mediators Australia (IAMA), has a Master’s Degree in Human Resource Management – and twenty years experience as a manager to bring to alternative dispute resolution in the workplace.
“The most important characteristic of a good mediator are tenacity in keeping the parties talking and eternal optimism that settlement is possible.” Clay and Hoenig (1997)
Our Psychologist
Ian Johnson, the other of Deltapoint’s two directors, is a qualified practising psychologist and can support mediation efforts if excessive personal stress is present before mediation commences and may interfere with it, or in cases of personal distress following mediation. The impact of such ‘feelings’ can be significant and render mediation ineffective. In other words, psychological counselling may occasionally be helpful in preparing for mediation, or helping someone adapt to (accept) mediation outcome.
Note: conflicts and disputes are a normal part of life – and not all conflicts can or need to be resolved. Most conflicts are healthy and lead to improvements - things change for the better.
Does Mediation always work?
No - not always. Mediators try to arrive at win-win, and failing that they try for equal-equal with better understanding by each side of the other. However, it is possible that disputants will remain set in a certain view and fail to participate in the spirit of mediation. They simply want to win.
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