Occasionally, leaders will be asked to facilitate mediation, whether between peers, staff members, or other members of the organization. While there may be a natural tendency to feel complimented by this request, it will not be without some possible, risky challenges. On the other hand, if handled properly, facilitating mediation can strengthen relationships and teamwork of the parties involved.
If you have the chance to facilitate a mediation and want to achieve success, try doing the following:
Insist on Alignment by the Parties on Your Role
The first step in agreeing to facilitate mediation is to ensure that both parties are in agreement with you as the facilitator. Without question, don’t get involved if they are not in agreement, since it would be very difficult to be completely effective, if one person does not want you involved. Besides, it may cause a relationship issue for you if something goes wrong.
Definitely Understand Your Role
As the mediator, your specific role is to lead and guide the process with the objective to secure a resolution between the parties. In fact, be mindful that a resolution is the responsibility of the parties involved—not yours. Also, don’t suggest any possible solutions, since you could be blamed for any disconnects.
Have Separate Meetings with the Parties
Attempt to have a preliminary meeting with each party separately in order to prepare them prior to a collective meeting. Try to urge them to vent their strongest emotions and concerns with you. Likewise, get them to document notes to better organize themselves by having a talk sheet. As a result, using the notes will keep them focused on the real issues and ready to engage in a constructive conversation.
Control the Meeting
At the resolution meeting, establish yourself as the leader by reviewing your role and the objective of the process. Additionally, set boundaries that will encourage meaningful dialogue. In that regard, allow each person to express their version of the conflict as you assist in clarifying messages in order to determine that it is being received. Accordingly, your goal is to keep both parties on task by having them communicating constructively.
Formalize an Agreement
Be sure that the outcome consists of a written working agreement that the parties have developed jointly and have ownership for it. Also, make certain that the agreement includes specific actions outlining who will do what so that they are accountable for the success of the agreement.
Arrange a Follow-up Meeting
Prior to adjourning the meeting, schedule a follow-up meeting to review the progress of the agreement. Try to allow at least a month for the agreement to take root. If appropriate, and agreed upon by the parties, let them follow-up on there own. The truth is, if they are truly committed to their agreement, they will make it work.
All in all, facilitating a mediation is both challenging and rewarding and, if handled appropriately, can make a significant difference in resolving conflict in the organization.
