4 heads - Human Resources Management & Leadership Development
Who we are | Services | Training | Philosophy | Contact | References
Mediation
 
Background:
Conflicts or situations which could escalate into a conflict always develop in economic life at the most different levels. Differences in opinion occur within a company (between superiors, staff members, departments or interest-groups) as well as with the outside (customers, suppliers or competitors) which impede cooperation, incur costs, destroy values or might even jeopardize the entire enterprise. Should it not be possible to settle disputes within the context of in-company discussions, often enough redress is sought in a court of arbitration or an ordinary court of law as a last resort. This approach does, however, not always lead to results which do justice to the interests of all parties concerned: It takes time and money, blocks the internal and external fabric of relationships and often neglects individual expectations of the conflicting parties.

Mediation is, however, a conflict-solving method effected by a neutral third party, the mediator. With mediation, stalemated situations and rigid positions are eased in a fair and future-oriented process and brought to a sustainable solution acceptable to all parties involved. Since the mediator has no decision-making power, he is, at the same time, able to accompany conflict-solving independently and systematically and strengthen the individual responsibility of all participants for the solution arrived at. In this way, the solutions found can be jointly and permanently approved and implemented.



The advantages of mediation are multi-facetted for companies and the parties concerned:

    • Economy of time compared to all other conflict-solving processes
    • Cost saving compared to other problem-solving strategies
    • Individual responsibility of all participants for the solution arrived at by the neutrality of the mediator and thus sustainability of the results
    • Maintenance of interpersonal relations and with that the human capital in the company
    • Strengthening of future problem-solving competence within the company
    • High reconciliation quota of about 80% and above-average satisfaction of the mediation-process participants.


> Sequence and methodology
Sequence and methodology

As a rule, the duration of the mediation-process lasts over three to eight appointments. According to the initial situation and the type of conflict, the sequence of a mediation varies and is not rigidly fixed. Typical steps and phases do, however, exist which in most cases last through the whole mediation process. Upon agreement to conduct a mediation and the person of the mediator, the latter comes to the company to introduce himself personally and to first clarify goals and expectations of all participants. Following this, a mediation agreement or a mediation contract will be concluded. In the second phase, all issues that are of relevance to conflicting parties are recorded in order to be able to subsequently prioritise them and include them in a balanced manner in the process. The third phase focuses on the different individual interests and needs of all participants in order to arrive at a common understanding of the conflict’s background. In the following phase four ideas for conflict settlement are systematically collected and – without consideration of the content – checked for practicality. The mediator, on the basis of his experience, sees his special role here in dealing with group dynamics and resistance as well as coordinating the process in a fair and solution-oriented manner. In the final phase, the ideas and options collected, which relate to the appropriate solution and reconciliation, will be thoroughly formulated with binding force. Governing criteria in this are general acceptance and the ability to implement and legally enforce the solution approach.



Our consultants:
All mediators of 4 heads have long-standing experience in conflict management and economic mediation. They are trained psychologists, economic mediators and organization developers who have been successfully active for many years in national and international medium-sized enterprises and institutions. In addition, the responsible consultants of 4 heads gained many years of experience in the training of mediators in Germany. On this basis and through its own research activities, 4 heads has set up a concept which has proven itself in practice, is scientifically well-founded and can be applied to both – all mediation processes and the establishment of an in-company system of mediation.