Conflict resolution is a vital skill for any supervisor who wants to maintain a productive and harmonious work environment. However, not all conflicts are the same, and different situations may require different approaches to mediation. In this article, you will learn about four common mediation styles and how to choose the best one for your context.
Facilitative mediation is a style that focuses on helping the parties to communicate effectively, understand each other's perspectives, and find their own solutions. The mediator acts as a neutral guide who asks open-ended questions, clarifies issues, and summarizes points. The mediator does not offer advice, opinions, or suggestions, but rather empowers the parties to reach a mutually acceptable agreement. Facilitative mediation is suitable for conflicts that involve interpersonal relationships, emotions, or values, as it can help to restore trust and respect among the parties.
Bei der unterstützenden Mediation fand ich es immer sehr hilfreich dem Thema Selbstwahrnehmung und Fremdwahrnehmung auf den Grund zu gehen. Also lassen Sie den jeweils anderen doch mal beantworten wie er ein Gegenüber generell wahrnimmt und versteht, noch bevor Sie in die Mediation des eigentlichen Sachverhaltes einsteigen.
Evaluative mediation is a style that focuses on providing an objective assessment of the strengths and weaknesses of each party's position, and offering recommendations for a fair and realistic outcome. The mediator acts as an expert who evaluates the facts, the law, and the likely consequences of the dispute, and advises the parties on what they should do to resolve it. The mediator may also use persuasion, pressure, or incentives to encourage the parties to compromise. Evaluative mediation is suitable for conflicts that involve legal rights, obligations, or interests, as it can help to avoid costly and lengthy litigation.
Transformative mediation is a style that focuses on fostering a positive change in the parties' attitudes, behaviors, and relationships. The mediator acts as a facilitator who supports the parties to recognize each other's needs, interests, and feelings, and to empower themselves to make their own decisions. The mediator does not judge, direct, or intervene, but rather creates a safe and respectful space for the parties to dialogue and learn from each other. Transformative mediation is suitable for conflicts that involve deep-rooted or systemic issues, as it can help to address the underlying causes and promote social justice.
Wichtig bei dieser Methode ist es wohl, nicht wieder hinter das Erkannte zurückzufallen. Daher motivieren Sie doch die Teilnehmenden am Abschluss einer Sitzung in einer Art kurzem Kommuniqué das gemeinsam Erkannte zusammenzufassen und zu zeichnen und dieses Dokument auch am Beginn der neuen Sitzung nochmals so vorzutragen
Narrative mediation is a style that focuses on helping the parties to reframe their stories, identities, and meanings in relation to the conflict. The mediator acts as a co-author who helps the parties to explore how their narratives have been shaped by their culture, history, and context, and how they can create new stories that are more constructive and empowering. The mediator does not impose a solution, but rather encourages the parties to co-construct a new reality that is more satisfying and respectful. Narrative mediation is suitable for conflicts that involve identity, diversity, or power, as it can help to challenge stereotypes and assumptions and celebrate differences.
Choosing the best mediation style for your conflict resolution depends on several factors, such as the nature and complexity of the conflict, the goals and expectations of the parties, the role and skills of the mediator, and the time and resources available. By understanding the advantages and limitations of each style, you can select the most appropriate one for your situation and achieve a positive and lasting resolution.
I agree as mediator need to know about culture and personality. Some may fail to deal with team, because mediator using his/her own culture. Using polite language and gesture also help to deliver in appropriate communication.
Mediation sollte immer eine Hilfe zur Selbsthilfe sein. Beschr?nken Sie sich bei Vorschl?gen bitte daher m?glichst auf die Methoden zur Erzielung von übereinkünften, nehmen Sie die Aufgabe L?sungsangebote oder Kompromiss-Linien vorzutragen den Parteien aber nicht komplett aus der Hand. Eine deutliche Bereitschaft für das Entgegenkommen muss auch vom Impuls her in den zu Befriedenden gefühlt werden wollen. Machen Sie durchaus klar, das ein Richten nur dann erfolgen wird, wenn keine Einigung erzielt werden kann und das dies als Mediator auf keinen Fall Ihr Anliegen oder ihre Aufgabe ist.