FEATURE
HOW TO BROACH THE IDEA OF MEDIATION (without scaring off your staff!)
I By
Sandra Koop Harder, MBA, CMed
often hear leaders bemoan the fact that their employees are simply not willing to engage in mediation as an option for addressing difficult workplace dynamics. The door has been closed before it has even properly been opened. The idea of mediation can be extremely anxiety provoking — especially when past conversations have been difficult and when it feels there is little hope for the relationship. In my experience, people often don’t fully understand what they are saying “no” to, when the option of mediation comes up. And sometimes, leadership unintentionally misrepresents what mediation is and is not.
STAY AWAY FROM THE WORD “MEDIATION”.
I know this idea must sound odd coming from a mediator, but people often react defensively to the very word “mediation”, especially initially. People make many assumptions about mediation, what it is and what it isn’t. Many of these notions are based on messages from the media that may or (more likely) may not accurately reflect the process that is being suggested to them. Using different language helps move away from resistance based on preconceived ideas about the mediation process.
