To choose one’s relationship
to another
The interest of the mediation is to propose an amicable alternative to lawsuits, strikes or other conflicts, or simple disagreements.
Mediation as a solution to disputes
Conflict is a point in a relationship where constructive communication is no longer possible. The conflict is not healthy because it is time consuming (the time taken to think about the conflict, think about solutions, strategies, etc.), it uses negative emotions and thoughts.
It affects the person: sleep, appetite, mood, behavior, internal state, professional performance … Moreover, he transforms the environment and touches the loved ones, dividing the teams in the work. It’s the gangraine.
What interests for the organization ?
A conflict never resolves itself.
To wait for this moment is to lose productivity, time and money. It is also about taking the risk that people become demotivated, that your key elements leave the organization, unable to support working in such an atmosphere.
The atmosphere at work is one of the primary motivations for employees, as is remuneration.
If one of the people affected by the conflict resigns or is fired, the emotional part of the conflict is still alive. The repercussions in terms of image of the organization externally, but also on the people in position in the organization, are just as harmful. You can find solutions but if they do not fit in time, it is that the conflict is still not resolved.
In support of change, mediation serves as a tool for analyzing risks of relational degradation.
What is Mediation ?
The interest of the mediation is to propose an amicable alternative to lawsuits, strikes or other conflicts, or simple disagreements.
It engages the responsibility of the parties who themselves decide the terms of the agreement.
- Political mediation
- Mediation of Armed Conflicts
- Mediation of International Conflicts
- Education Mediation, to resolve conflicts between pupils, administration, teachers and parents
- Business Mediation
- Family Mediation
- Commercial Mediation
- Neighborhood Mediation …
Mediation is not negotiation – the negotiator is biased, he or she represents an interest group at the bargaining table – nor arbitration – a decision that is binding on the parties.
It is a help to delicate changes with, in the background, an agreement that is convenient for the parties involved.
It allows people to understand how the conflict impacts them and to realize the margins of maneuver for its resolution.
The mediator is impartial in terms of the parties, neutral in terms of solutions and independent of the environment.
He does not judge facts. He accompanies the parties on the same level of understanding and discussion. Beyond the conflict, the mediator is a promoter of relational quality.
Mediation is used as a prevention discipline against relational degradation in situations of change.
The mediator supports guarantors of relational quality such as managers, supervisors, team managers and leaders, to become aware of the mechanisms of deterioration of the relationship and thus alleviate these situations.
The process
In conflict resolution, the purpose of mediation is to re-communicate people who are no longer able to do so.
To do this, I use a structured and scientific technique that focuses first on the emotional part of the conflict.
Once delineated by negative emotions, the person focuses on the origins of the conflict, the factual and the rational.
I meet each person individually to prepare them when they are together. A meeting is organized with the parties in conflict. At this meeting, there is a sincere and dispassionate exchange on the situation.
People can find THE right solution in the situation they live in and they do not want to continue living. One of the solutions may be the departure of one of the parties involved. In this case, it is a free choice of the person himself.
A report is given to the mediation agents. This report takes up the technical part of the mediation and does not concern what was said during the individual sessions and meetings.
My Experience in Mediation
I often found myself having to resolve conflicts during my career, a bit in spite of myself because I was not exactly prepared for that. But working in human resources, I had to get involved in conflict resolutions.
So I decided to train and choose the Professional School of Mediation and Negotiation. I received the title of Certified Professional Mediator that allows me to handle any form of conflict and dispute, regardless of the field.
The diploma is approved by the Swiss Federation of Lawyers. I am a member of the Geneva Federation of Mediation, as well as the International Ombudsman Association.
The posture is the same as that of the coach: to get people to find THE solution that suits them.
As a tool, the mediation enriches the coaching for NGOs in the accompaniment on the solution of complex situations subjected to tensions.
Mediation is also used in training, since conflict is a psychosocial risk and it is possible to defuse tension before it turns into conflict.