Mediation within the Organisation

In the context of ”whistleblowing,” disputes and tensions can arise even in well-managed organisations. This is always at least unpleasant for both sides. Everyone desires a speedy conclusion, but above all an end to the unpleasantness rather than and end to the employment situation as such.

This already describes a risk: such conflicts can so permanently damage mutual trust that a dismissal looms up and may seem unavoidable. Talks become even more difficult where one side feels deceived early on – often a shared feeling. Many times principles and identities are at stake, giving in on which may be seen as treason.

Mediation is a method of restoring communication in such situations and of then treating the conflicts constructively. What characterises mediation in the conflict resolution process is the balanced support to all parties by an impartial third party. The actual process is completely adaptable to any given situation.

As experience shows those involved are usually perfectly able to deal with the risk environments of their organisations appropriately and to deal with the possibly ensuing conflicts constructively. Mediation relies on these competencies. The outside perspective of the consultant or mediator guards against blind spots, unnecessary escalation, and can therefore prevent wasting resources. Everyone knows that the day-to-day drudgery or crises (including ”growing pains”) can dangerously amplify risks.

The longer a conflict or harassment situation persists, the more restricted may be the usability of the original capacities. In particular harassment can, in extreme cases, paralyse an entire organisation, or at least reduce the productivity of the victimised to zero. In these circumstances the mediator can help an organisation correctly assess the situation and widen the field of perceivable options.

Where entire teams and their intra-organisational conflicts are at issue, the support role may be described as conflict navigation or coaching and you find additional information on the page Conflict Navigators.