The advantages and roles of the mediator Tutorial

Discover the transformative power of mediation in 'The Advantages and Roles of the Mediator.' This insightful video reveals how mediation can not only resolve conflicts but also enhance communication and relationships in the workplace. Learn about the mediator's crucial roles, from restoring reason to unblocking dead ends. Don't miss the opportunity to understand how effective mediation can save time and money while fostering a positive work environment.

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résultat(s)
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the Professional chamber of Mediation and Negotiation
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begins with individual discussions between the parties
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involved in the conflict and the mediator.
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Then the parties will meet always in the presence of the mediator
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who will help them find their own solution to the dispute.
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Professional mediation is developing more and more within the company itself.
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In this video,
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let's describe the advantages of mediation
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and the role of the mediator.
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What are the advantages of mediation?
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The company,
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whatever its size or organization,
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is a place where interests diverge,
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where personalities clash,
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which inevitably gives rise to conflict.
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Individual conflicts.
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Or collective within a team or between two
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services or between the hierarchy and the employees,
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conflicts concerning the organization of work,
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remuneration,
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the ability to work together
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when not quickly and firmly resolved,
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these conflicts reduce performance and give rise to situations of harassment,
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burnout,
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psychosocial risks,
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and other suffering at work.
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Prevention systems have emerged within companies.
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Protagonists such as the social worker,
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occupational doctor,
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or elected staff representatives are supportive and solid support
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for conflict resolution.
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Mediation and the mediator also bring
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essential added value to conflict resolution.
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They can also facilitate a process of change
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and facilitate the termination of an employment contract.
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Mediation can also intervene in the pre-litigation phase.
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Employees can recourse to conventional mediation for
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any dispute related to an employment contract.
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One of the advantages of mediation
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is the neutrality of the mediator.
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A real mediation involves a completely neutral third party.
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The more neutral they are,
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the more the parties will trust them and not raise any resistance.
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As soon as the mediator is the manager or simply a member of the company
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who wants the conflict to end for the good of the company which pays them,
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then neutrality has lost some stripes.
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That doesn't mean it will be impossible.
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The involved mediator will have to pay particular attention
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to their impartiality and to keep their independence,
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despite the inevitable pressures of their professional entourage.
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This internal mediator must also ensure that
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the parties trust them to be impartial.
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If trust is broken,
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if one of the two parties no longer believes in their neutrality,
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I invite you to change your mediator.
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Second advantage,
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time and money gain.
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Whether the conflict is of a technical,
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legal,
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or relational nature.
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Using the tools of mediation
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in the professional field will allow many conflicts to be resolved.
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When everyone stands firm and when the aggressiveness has emerged,
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it is time to seek mediation.
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It will save you time
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and money.
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It will avoid you many problems.
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It will help to restore a positive social climate,
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a healthy working atmosphere,
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and cooperation in the team affected by a conflict.
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Now let's explore the four major roles of the mediator,
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bringing sanity,
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promoting constructive exchanges,
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formalizing the compromise,
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unblocking dead ends.
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1,
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bringing back sanity.
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When conflict breaks out,
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the emotions quickly take over.
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Emotions are involved,
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anger,
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pain,
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fear.
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Reason is clouded by so many emotions,
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and
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intolerance takes over.
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Parties often retreat into simplistic,
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dualistic thinking such as this is unfair.
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It's up to him to give in.
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If I give in,
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I'll lose my honor.
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I'm right,
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and he's wrong.
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The mediator will help them first to bring
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out those emotions that are blinding them.
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They will freely express their emotions and
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frustrations in individual interviews with the mediator.
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They could also be able to later express their emotions in plenary session,
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the mediator making sure there is no attack from the other party.
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When the emotions can be expressed,
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reason and logic can make their way more simply.
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The mediator can help the parties to put the dispute in context.
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Let everyone understand what the real crux of the problem is,
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and stay focused on it.
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Stay focused on the issue and not on the people.
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The mediator will in fact take care to avoid scattering and secondary discussions
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in order to refocus the parties on the search for a solution.
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Above all,
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it will help them gain height in targeting what their priorities are.
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It will help them express what is essential and secondary
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until they come to an agreement.
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Another role of the mediator promoting constructive exchanges.
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The mediator embodies
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an irreproachable model of communication.
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It regulates the exchanges between the parties.
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It promotes dialogue and creates a climate of listening and goodwill.
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Let everyone be able to express themselves,
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even daring to express the famous unspoken words
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that sometimes block resolution.
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The mediator is responsible for the roles of communication,
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allowing everyone to express themselves equally,
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speaking in their name using the eye,
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limiting interruptions,
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avoiding complaints,
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avoiding personal attacks and other escalations,
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refocusing the debates during slippages.
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They thus work to make people feel comfortable and
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confident and let go of their weapons and armor.
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By questioning and reformulating,
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they put erroneous perceptions and interpretations into perspective.
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Most of the time,
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the parties interpreted negatively what the other did or said,
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but no,
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that was not what I meant at all.
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Ah,
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I understand now why you feel so hurt.
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This is what my intention was.
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Putting clarity on facts and intentions will wash away
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the many negative projections and will heal wounds.
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Third role of the mediator
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formalizing the compromise.
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When returns to reason and constructive dialogue have
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made it possible to find an agreement,
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the mediator helps the parties to re-formalize it.
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Mediation is successful if people are involved and empowered to
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the point of finding the solution to their dispute themselves.
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This agreement will allow people to work together again in confidence.
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In some more extreme cases,
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the agreement will consist of a change in the scope
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of activity or a consensual termination of the relationship.
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The mediator helps to clarify the agreement,
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to summarize it,
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to decide on its implementation and action plan
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to make the deal solid,
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they help draft a written contract or letter of intent.
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They also ensure that the follow up is planned,
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which will validate whether the agreement is OK for everyone and is bearing fruit.
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Finally,
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they ensure that a time for renegotiation is possible if necessary.
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Finally,
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the last role of the mediator contributing through the method
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and its know-how to unblock
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the dead ends that will pave the way to resolution.
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Jean Portra,
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expert in mediation,
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recognizes three dead ends the refusal to participate in mediation,
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in which case he recommends either offering to give it
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a try or exploring the real reasons for the resistance.
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Second,
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the emotional overflow,
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in which case.
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He recommends having the emotions verbalized and or explaining how
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the resolution will relieve the emotions in a lasting way.
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Third,
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the refusal to compromise,
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in which case he recommends either to show how
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the conflict is much more expensive than its resolution,
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or to confront the real reasons for the refusal to compromise.
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Here we are.
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We have described the advantages of mediation
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and the role of the mediator,
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bringing reason,
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promoting constructive exchanges,
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formalizing the compromise,
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unblocking dead ends.
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Obviously extensive training in mediation will allow you
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to explore the tools of mediation with concrete cases
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until becoming the master of all the dead ends of the conflict.

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