| Outsourcing dispute resolution services can | | | | your prospective mediator to describe the |
| save an organization time, stress, and money | | | | mediation process she uses, why she uses that |
| when the mediator is called in to help sort | | | | approach, and how it's beneficial to clients. |
| out a co-worker, senior team or other dispute | | | | Which label your mediator puts on her |
| before matters escalate, become entrenched, | | | | approach is less important than her ability |
| or lead to attrition, grievances or | | | | to clearly articulate why she works that way |
| litigation.If a workplace dispute is complex | | | | and how her style will serve you and your |
| or important enough that you'd like the | | | | organization. No one style or approach is |
| assistance of a mediator, then you naturally | | | | better than another anymore than one kind of |
| want to make sure the mediator you hire is up | | | | therapist is better than another. It's about |
| to the job. Your selection should be based | | | | fit with your organization's culture and the |
| on qualifications, experience, and good fit | | | | mediator's skill in applying that approach |
| for your organization. You want a | | | | effectively.What other credentials do you |
| professional truly qualified for the job, one | | | | have that are beneficial to this |
| with whom you will feel comfortable and in | | | | situation?Look for a mediator whose |
| whom you can have confidence.The next time a | | | | background, prior work experience or cultural |
| workplace conflict gets stuck and you want to | | | | experience offers knowledge and insight that |
| bring in a third-party neutral who doesn't | | | | will add value to her work with you. |
| carry the baggage an insider does, use these | | | | Mediators come from all backgrounds |
| questions to guide your selection of the best | | | | imaginable--educators, attorneys, counselors, |
| professional for the job:How much mediation | | | | builders, nurses--and no one credential makes |
| training and experience do you have?Mediator | | | | them a "better" mediator. But a mediator's |
| training programs range from the minimalist | | | | background will probably inform her work and |
| 28 hours to the more common 40 and up to, in | | | | how she approaches it. And beware of assuming |
| a few instances, hundreds of hours. Look for | | | | you need a mediator who knows your industry; |
| a minimum of 40 hours of basic mediation | | | | while insider knowledge of an industry can |
| training and 30 hours of cases, and much more | | | | help in some instances, it can also be a trap |
| training and experience for complex conflict | | | | for the mediator. Mediators who know little |
| situations. While more training doesn't | | | | about how things "should work" in your |
| always mean a better mediator, consider this: | | | | industry may be less likely to wear |
| Is only a work week's worth of preparation | | | | professional blinders that can get in their |
| enough for you to choose professionals in | | | | way of helping you.What do you mean by |
| most other fields? Be sure to ask, too, | | | | "certified"?Many mediators promote themselves |
| about the ways she continues to hone her | | | | as "certified mediators." In many instances, |
| skills and the number of continuing education | | | | what they really mean is that they're |
| hours she's obtained in the past year.To what | | | | "certificated"; they took a training and got |
| conflict resolution associations do you | | | | a certificate of attendance at the end. |
| belong?You're looking for information that | | | | While there are a few certification programs, |
| suggests the mediator is interested in | | | | they tend to be state-based and very specific |
| continuing to develop his skills and | | | | (such as certified marital mediators in New |
| knowledge. Membership in a state, regional | | | | Hampshire). If the mediator says he's |
| or national conflict resolution association | | | | certified, don't assume there's an oversight |
| indicates that a mediator is professionally | | | | body, licensure, or any kind of admittance or |
| active and may indicate that he's current on | | | | minimum qualification. Always ask what it |
| leading-edge research and practice through | | | | means in that instance.Educating yourself |
| professional development and journals. Some | | | | about your prospective mediator increases the |
| associations have minimum membership | | | | likelihood that your selection will be a wise |
| standards, a measure of quality based on | | | | one. It's generally a good idea to interview |
| training and experience.What is your approach | | | | two to three mediators by telephone before |
| to mediation and how will it serve my | | | | making your decision. Your important or |
| needs?There are several different styles or | | | | complex conflict situations deserve a skilled |
| approaches to mediation work (e.g., | | | | and talented professional.Dr. Tammy Lenski |
| interest-based, evaluative, transformative, | | | | helps create terrific work environments by |
| narrative), and most mediators align | | | | transforming conflict into opportunity as a |
| themselves with an approach that meshes with | | | | mediator, coach and trainer for organizations |
| their values, philosophy and beliefs about | | | | throughout the U.S. |
| conflict and how people engage in it. Ask | | | | |