Mediation as a Tool for Conflict Management

Conflict management is aimed at limiting the negative aspects of conflict while using the opportunity to learn from conflict.  The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.

Conflict is inherent in every organization and – if acknowledged and managed effectively – may serve as the impetus for growth and change.  Then why do most managers engage in conflict avoidance, when doing the opposite may drive innovation and build teamwork within their organizations?  Often the answer to this question is complicated by the manager’s individual perspective, judgments and perceptions, as well as by the culture and historical relationship of the organization to conflict and its negative aspects.  The organization’s history may include systemic dysfunction and a lack of transparency or a negative event, like a lawsuit that left a bad taste in everyone’s mouth.  Understanding that history will allow the organization to grow and achieve greater levels of success, but often an external change agent is needed to provide the impetus to that achievement and to the facilitate the process.

We believe that mediation is an effective evaluative tool to affect conflict management and positive organizational change.  Our approach to conflict management involves co-mediation, identification of the organization’s culture, goals and objectives, and assisting the organization to devise a framework for managing conflict.  We would welcome the opportunity to work with your organization to define and realize its organizational goals and objectives.