Mediation

“There are only two ways to solve a problem - to focus on being right or finding a solution. You can't do both.”
(Popular knowledge)

Mediation is a creative and collaborative way of resolving conflicts. To those involved, it offers autonomy to come up with their own solutions, rather than relying on a judge, boss or third party to resolve the case. This is done with the support of an impartial mediator - who does not side with either party - but helps them to focus on creating a solution that is good for both, even though each one has their own view of reality.

Whether in corporate, academic, governmental or community settings, my role is to welcome emotions present, support communication between parties, address the key issues in the conflict, and, should the parties so wish, help restore the relationship so that they can continue to work together. As a mediator, I focus on building a common understanding of the problem and the potential that exist to achieve short, medium and long term solutions that can strengthen the parties and also the relationship between them.

In general, people, organisations, groups and teams hire me as a mediator to help transform the way they address conflicts in their everyday life: creating greater capacity for dialogue among parties, for better listening and asking good questions, and for handling differences and presenting their own opinions in an assertive, clear and connected way. At other times, there are imminent - or actual - conflicts between members/leaders in the organization that need support to be resolved in a way that maximizes results and minimizes harm for everyone. In both cases, the support of a mediator is usually quite effective.

Mediator certified by the Institute of Certification and Training of Lusophone Mediators, based in Portugal.

Where to start

The mediation begins when those involved in the conflict voluntarily decide to accept a mediator. Hence the work is done with both parties and also individually with each of them, in order to clarify the points of disagreement, the interests and needs of each one and also the proposals for solution and implementation of what is agreed. Parties establish both the focus of mediation and the kind of support that is sought from the mediator, if something more proactive - helping to propose solutions - or with more autonomy for the parties, or to support the management of emotions and the restoration of the relationship. The parties to the conflict are jointly responsible for its resolution. 

The advantages

Mediated conflicts are a great opportunity for people, teams, and organisations to deepen the understanding of their differences and to reconnect in a place of greater truth and depth, while meeting their actual needs for concrete solutions to a challenge.

Participatory forms of conflict resolution bring short, medium and long-term gains compared to situations in which conflict resolution is left to a boss, department (HR, for example), leader or judge. In mediation, the parties can participate in creating solutions that are good for each of them, can fully listen to each other and dispel misunderstandings, and exercise their autonomy and leadership in implementing co-developed solutions.

Results

Parties can come up with a co-built and consensual solution while restoring, or at least exploring, new ways of relating. Teams are transformed and less burdened by histories of disagreements and repressed emotions.

The organization develops its ability to welcome and deal with future conflicts, creating safer and more effective working environments. Even where no agreement is reached, the mediation process creates more authentic communication spaces and promotes greater clarity about the problem that gave rise to the conflict.