"The most intense conflicts if overcome, leave behind a sense of security and calm that is not easily disturbed. It is just these intense conflicts and their conflagration which are needed to produce valuable and lasting results." - C. G. Jung
Conflict is inevitable when people live together, work together, or play together. Mediate Direct is an innovative group of self-employed professionals. Each associate is trained in mediation, among other things, and has built their individual professional practice around the application of skills in areas of interpersonal, social or organisational conflict.
In addition our associates have developed their specialist expertise in various areas and bring their knowledge, skill, experience and wisdom to consultative processes at all levels.
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Mediation is an entirely voluntary, no-risk dispute resolution process in which a person independent of the dispute (the mediator) helps the disputing parties negotiate their own outcome. Mediation is becoming the preferred option in an increasing range of dispute areas.
What Does The Mediator Do?
- Explains in detail so you clearly understand the process at all times
- Helps identify the issues for discussion
- Keeps discussion 'on track' and effective
- Facilitates the joint problem-solving negotiation process
- Identifies points of agreement
- Assists in drafting the agreement that you reach
Who Uses Mediation?
- People in dispute seeking a mutually satisfying solution
- Disputants who wish to preserve their relationship
- Those who want to retain control of how their dispute is resolved
- Anyone seeking a cost-effective, commonsense alternative to Court action
Where Is Mediation Used?
- Workplace conflicts
- Family and matrimonial breakdown
- Business partnership dissolution
- Neighbourhood and community disputes
- Commercial negotiations
- Tenancy disputes
- Local body policy development
- Community consultation
- Professional malpractice claims
Conflict is present in all organisations where people work together. It can be positive and a source of creative energy - but more often has negative effects.
Facilitation involves using an independent person to manage the conflict resolving process. The facilitator can help the parties identify issues, understand conflict dynamics, develop problem-solving skills and learn useful ways to communicate.
Facilitation is used by organisations in many ways. It is:
- Effective in working through resistance to change
- A creative way to develop policy
- Cost-effective in resolving conflict
- Empowering in goal-setting and accessing options
Alternative Dispute Resolution (ADR)
ADR refers to the range of dispute resolution processes that fall short of litigation in Court. These include:
- Negotiation - Involving the disputing parties interacting directly with each other to reach a satisfactory outcome
- Mediation - Using a structured mediation process facilitated by and independent third party with the disputants retaining the power to decide on their outcome
- Arbitration - Using an independent person to decide on the outcome
- MEDLOA - Refers to 'Mediation With Last Offer Arbitration' and involves using a mediation process up to the point that the mediator decides which 'last offer' the disputants must accept
- Mini Trial - An informal undertaking by the disputants to use a process similar to a court process without actually going to litigation.
ADR can use any of the above which, in themselves, also have a range of variations. We can advise on the most suitable option for your dispute.
Contact us! Ask questions - The answers might transform the way you think about conflict as a strategic issue in your organisation.
Dispute System Design (DSD)
"Conflict is a process ... not a tangible problem ... Rather conflict is an interaction, a signal of distress from within or outside the system."
Organisations or management systems may be negatively impacted by conflict. This may be interpersonal, systemic, cultural, or reflect a management style. There may be other causes.
We offer a Dispute System Design process involving 4 stages:
- Conflict Audit - A diagnostic process that recovers all pertinent information and identifies issues underpinning the conflict
- System Design - A dispute system is designed to meet agreed outcomes in terms of the needs which have been identified
- Implementation - The system is implemented, often using a 'pilot', to ensure its effectiveness
- Evaluation - The design is evaluated and 'fine tuned' if necessary
Aotearoa/New Zealand in the 21st century is a melting pot of many cultures and ethnicities. In the workplace and social services conflict can arise from these differences. We have associates who offer specialist expertise in various cultures.