Process-oriented mediation is rooted in the belief that conflicts are multi-faceted and often have deeper, underlying causes. Rather than simply resolving the immediate disagreement, this approach aims to uncover and address the root issues. 

Process-oriented mediation takes a holistic view of the conflict, considering not only the specific issue at hand but also the broader context, relationships, and patterns within the workplace. This perspective helps to identify deeper systemic issues that may be contributing to the conflict.

Focus on Process

The emphasis is on the process rather than the outcome. Mediators facilitate a structured process that encourages open communication, self-reflection, and mutual understanding. This approach helps participants to develop insights into their own behaviors and the dynamics of the conflict.

Empowerment and Ownership

Participants are empowered to take ownership of both the conflict and its resolution. Mediators guide them in developing their own solutions, fostering a sense of accountability and commitment to the agreed-upon outcomes.

Flexibility and Adaptability

Each conflict is unique, and process-oriented mediation is flexible and adaptable to the specific needs and circumstances of the parties involved. Mediators tailor their approach to fit the particular dynamics of the conflict.

What to Expect in a Session :

A process-oriented mediation session typically follows a structured yet flexible framework. Here is what participants can expect:

Initial Consultation

Before the mediation session, the mediator will conduct an initial consultation with the instigator of the mediation. This may be the manager, or boss.

Setting the Stage

At the beginning of the session, the mediator will set the stage by explaining the process, guidelines, and expectations. This includes emphasizing the importance of confidentiality, respectful communication, and a collaborative approach.

Sharing Perspectives

Each participant will have the opportunity to share their perspective on the conflict without interruption. This step is crucial for ensuring that all voices are heard and that everyone has a chance to express their thoughts and feelings.

Identifying Underlying Issues

The mediator will facilitate a discussion aimed at identifying the underlying issues and dynamics contributing to the conflict. This may involve exploring patterns of behavior, communication styles, and external factors that influence the situation.

Developing Insights

Participants are encouraged to reflect on their own behaviors and the impact they have on the conflict. The mediator may use various techniques to help participants gain insights, such as asking probing questions, re-framing statements, and highlighting patterns.

Collaborative Problem-solving

Once the underlying issues have been identified and understood, the focus shifts to collaborative problem-solving. The mediator guides participants in brainstorming potential solutions and evaluating their feasibility. The goal is to develop mutually acceptable and sustainable resolutions.

Reaching Agreement

The mediation session concludes with the drafting of an agreement that outlines the steps and actions each party will take to address the conflict. This agreement is typically written down and signed by all participants, serving as a formal commitment to the resolution.

Follow-up and Support

Process-oriented mediation does not end with the session. The mediator may schedule follow-up meetings to check on the progress of the agreement and provide additional support if needed. This ensures that the resolution is effectively implemented and any new issues are promptly addressed.

Benefits of Process-oriented Mediation

Process-oriented mediation offers several benefits for workplaces:

• Deeper Understanding: By addressing the underlying issues, participants gain a deeper understanding of the conflict and their own behaviours, leading to more meaningful and lasting resolutions.
• Improved Relationships: The process fosters open communication and mutual respect, helping to rebuild and strengthen workplace relationships.
• Empowerment: Participants are empowered to take ownership of the conflict and its resolution, increasing their commitment to the agreed-upon outcomes.
• Flexibility: The approach is adaptable to the unique needs and dynamics of each conflict, making it suitable for a wide range of workplace situations.
• Long-term Solutions: By focusing on the process, the mediation is more likely to produce sustainable and long-term solutions, reducing the likelihood of recurring conflicts.

Process-oriented workplace mediation is a powerful tool for resolving conflicts in a way that promotes understanding, empowerment, and lasting change. By focusing on the underlying processes and dynamics, this approach helps to address the root causes of conflicts and fosters a more harmonious and productive work environment. Participants can expect a structured yet flexible mediation session that encourages open communication, self-reflection, and collaborative problem-solving. With the guidance of a skilled mediator, process-oriented mediation can transform workplace conflicts into opportunities for growth and improvement.