How do you mediate conflicts as a neutral third-party?

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Conflict resolution is a vital skill for any professional, especially if you are in a position where you have to mediate disputes between others. As a neutral third-party, your role is to facilitate communication, understanding, and agreement between the conflicting parties, without taking sides or imposing solutions. How do you do that effectively? Here are some tips to help you mediate conflicts as a neutral third-party.

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1 Prepare yourself

Before you enter the mediation process, you need to prepare yourself mentally and emotionally. You have to be aware of your own biases, assumptions, and emotions, and how they might affect your perception and judgment. You also have to be clear about your purpose, goals, and boundaries as a mediator. You are not there to judge, blame, or solve the problem for the parties, but to help them find their own solutions. You have to be respectful, impartial, and empathetic, and avoid any expressions or behaviors that might indicate favoritism or criticism.

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Natasha Snyman

HR Manager | Employee Relations Manager | People & Culture Manager - Optimising resources, synergy and productivity for business success.
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I agree that biases need to be placed to one side as the mediator, but to me one of the most important aspects is that the mediator steers the dispute into a solution of a problem. Although the mediator remains impartial they still have a duty to make suggestions to parties especially when they are in a locked perspective.

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FRANCISCO JR. PABILLA

Independent Peace and Development Management Consultant and ADR Practitioner
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Preparation in mediation also involves making sure that the mediator himself is tuned up to helping other people resolve their dispute. Tuning up is connecting ones spiritual consciousnes to allow positive energies to come inside his person before coming to the mediation session. This will ensure that this positive energy will be reflected and absorbed by those participating the in the mediation process allowing the negative energies in the room to dissipate.

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2 Establish ground rules

The first step in the mediation process is to establish some ground rules with the parties. These are the basic expectations and norms that will guide the communication and behavior during the mediation. For example, you might ask the parties to agree on the following rules: listen actively and respectfully, avoid interruptions and personal attacks, speak honestly and constructively, focus on the issues and not the personalities, and be willing to cooperate and compromise. You can also explain your role and responsibilities as a mediator, and how you will structure and facilitate the session.

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Natasha Snyman

HR Manager | Employee Relations Manager | People & Culture Manager - Optimising resources, synergy and productivity for business success.
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Sometimes a mediation may turn unruly and it is the mediators jpb to let the parties understand that should this occur they can and will stop the mediation as it is unproductive.

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3 Explore the issues

The next step is to explore the issues that are causing the conflict. You can start by asking each party to share their perspective and feelings about the situation, and summarize what you hear to check for understanding. You can also ask open-ended questions, such as "What are your main concerns?" or "What are your needs and interests?" to elicit more information and clarify the underlying causes and motivations of the conflict. You can use active listening skills, such as paraphrasing, reflecting, and validating, to show that you are paying attention and acknowledging the parties' emotions and viewpoints.

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4 Generate options

After exploring the issues, you can move on to generating options for resolving the conflict. You can ask the parties to brainstorm possible solutions that would address their needs and interests, and encourage them to be creative and flexible. You can also help them evaluate the pros and cons of each option, and how realistic and feasible they are. You can use techniques such as reframing, expanding, or combining options to generate more alternatives and overcome impasses. You can also remind the parties of the common ground and shared goals that they have, and how they can benefit from reaching an agreement.

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5 Negotiate an agreement

The final step is to negotiate an agreement that satisfies both parties. You can ask the parties to select the option that they prefer and explain why. You can also help them refine the details and specifics of the agreement, such as who will do what, when, where, and how. You can also check for any potential obstacles or challenges that might prevent the implementation of the agreement, and how they can be overcome. You can also help the parties draft a written document that summarizes the agreement and the commitments that they have made.

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Natasha Snyman

HR Manager | Employee Relations Manager | People & Culture Manager - Optimising resources, synergy and productivity for business success.
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I feel providing assistance and guidance to them is of fundamental importance, because as a trained person the obligation rest upon you to come to an agreement

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6 Follow up

After the mediation session, you can follow up with the parties to see how they are doing and how the agreement is working. You can also provide feedback, support, or guidance if needed, and celebrate the success and progress that they have made. You can also reflect on your own performance and learning as a mediator, and identify any areas that you can improve or develop further.

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Natasha Snyman

HR Manager | Employee Relations Manager | People & Culture Manager - Optimising resources, synergy and productivity for business success.
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I feel there is always the oppurtunity for a mediator to improve their skills and improve their technique. To facilitate a smooth mediation is paramount.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you mediate conflicts as a neutral third-party?

1

2

3

4

5

6

7

1 Prepare yourself

2 Establish ground rules

3 Explore the issues

4 Generate options

5 Negotiate an agreement

6 Follow up

7 Here’s what else to consider

Conflict Resolution

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How do you mediate conflicts as a neutral third-party?

1

2

3

4

5

6

7

1 Prepare yourself

2 Establish ground rules

3 Explore the issues

4 Generate options

5 Negotiate an agreement

6 Follow up

7 Here’s what else to consider

Conflict Resolution

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