Learn Kelly Gerling's process of providing organizational mediation to organizations, agencies, companies, and corporations. It will bring about and maintain a culture of cooperation.
Like an orchestra or a jazz band, organizations thrive, and achieve, and innovate, based on a culture of cooperation. When conflicts arise, it is important for an organization to make sure the conflicts don't fester. To turn conflicts into agreements, it is important to have a fast-acting process, like and immune-system response, to act quickly. That is where organizational mediation can be applied.
The process I offer on organizational mediation has two varieties.
1. When conflicts are about serious issues
2. When they are infused with emotion and commitment to particular positions, it is good to engage in using an organizational mediator.
My Organizational Mediation Service
When I mediate in an organization, I meet with the participants of the conflict, sometimes alone, sometimes not, but always, ultimately, together. I guide them through a process of being heard, being understood, and moving towards mutually agreeable goals. The steps I've described in more detail elsewhere on this site as an article, as well as under Theory & Practice > Organizational Change Flowcharts. Once at either of the flowcharts look for Negotiation and Mediation skills, in a green box.
After a number of effective mediated conflict resolution sessions held over a period of time, the people in your organization begin to want to mediate themselves, and to use the steps in mediation to negotiate without a third party. That takes us to the second process of organization mediation.
Learning Organizational Mediation To Practice It As Needed
When a manager, executive, or team member has learned the skills or organizational mediation, that person can often do what is needed to help guide those in conflict to help bring about agreement between the parties. When most of the members of an organization know these skills, organizational mediation becomes a process that is available instantly, self-implemented by whomever is called to the role of organizational mediator.
This state of affairs is a way to strengthen the culture of cooperation with each person in the organization capable of taking on the role of mediator.