Mediation is the healthy option for organisations large and small as it encourages people to be actively involved in resolving their own conflicts. 

Workplace mediation follows similar processes:
It can be activated quickly before additional colleagues become affected by the conflict.
It is based upon the idea that all people can benefit from listening to one another.
It is necessary to find out where blocks to communication lie.
It helps find in what ways values and ideas are shared.
It is not a soft option as it encourages the people involved in a conflict to take responsibility for their actions and name their concerns.
It is a healthy option as it leaves people more skilled in working with conflict – empowered by their own actions and aware of the underlying causes of a conflict.

"Mediation is not about taking sides or punishing – it is about respecting other people without undervaluing personal needs"

What is a Mediator?

A mediator is a person who works with people involved in a conflict to help them realise what has caused the conflict situation. In addition, to find out what needs to happen for each person to move forward and to identify what might block their ability to draw a line under the event or events.

Mediation is not about taking sides or punishing – it is about respecting other people without undervaluing personal needs. It encourages people to learn from the past, and also focuses on the future by helping people to develop strategies in the event of disagreements.

Mediators do not resolve conflict, they facilitate people involved in conflict to identify and resolve a difficult situation by themselves.

Mediation can be magic but what constrains it?
People needing to agree to participate.
If a power differential exists it needs to be acknowledged, if possible balanced or managed.
Ancient disputes and chronic conflicts need time to be resolved and this can be addressed in stages.
The outcomes of mediation need to be respected by organisational structures as well as the participants.