Opening questions for mediation and in organisational mediation<\/h1>\nWhat to ask when mediation is requested.<\/h2>\nSomething like a checklist.<\/h3>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>Checklists are one of those things. They help to keep track of things in complex, cognitively overwhelming situations. And they restrict, lock out creativity and spontaneity – especially in social situations that are ultimately unpredictable.<\/p>\n
However, these effects are usually spread over time. Beginners are supported by checklists, everyone else hardly needs them.<\/p>\n
Short;<\/em> The following post is primarily aimed at prospective mediators, beginners in the field of conflict resolution with the actual conflict parties present.<\/p>\nI. Area of application and period of application<\/strong><\/h2>\nFirstly, I would like to explain various constellations that suggest a specific approach in each case.<\/p>\n
\n- There is the straight classic Private individual initiative<\/strong> in a private, non-organisational conflict. Two parties are in a conflict in which at least one party has the idea that a professional, external person should and could help. In this case, a mediator is googled, searched for and contacted, sometimes directly by phone or at least by e-mail.<\/li>\n
- Sometimes a Neutral, commissioned organisation person<\/strong> who is not a party to the conflict. This may be the responsible office in the HR or Human Resources department or the department or management personally. Then it's about a „source of conflict“ in the organisation, which has usually existed for a while and is known. However, it is now time to intervene or to request external conflict support.<\/li>\n
- Sometimes a Conflicting party from the organisation<\/strong>. In these cases, a special approach is required in order to preserve the possibilities of mediation and to avoid acting too hastily.<\/li>\n<\/ul>\n<\/div>
Something like a checklist.<\/h3>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>Checklists are one of those things. They help to keep track of things in complex, cognitively overwhelming situations. And they restrict, lock out creativity and spontaneity – especially in social situations that are ultimately unpredictable.<\/p>\n
However, these effects are usually spread over time. Beginners are supported by checklists, everyone else hardly needs them.<\/p>\n
Short;<\/em> The following post is primarily aimed at prospective mediators, beginners in the field of conflict resolution with the actual conflict parties present.<\/p>\nI. Area of application and period of application<\/strong><\/h2>\nFirstly, I would like to explain various constellations that suggest a specific approach in each case.<\/p>\n
\n- There is the straight classic Private individual initiative<\/strong> in a private, non-organisational conflict. Two parties are in a conflict in which at least one party has the idea that a professional, external person should and could help. In this case, a mediator is googled, searched for and contacted, sometimes directly by phone or at least by e-mail.<\/li>\n
- Sometimes a Neutral, commissioned organisation person<\/strong> who is not a party to the conflict. This may be the responsible office in the HR or Human Resources department or the department or management personally. Then it's about a „source of conflict“ in the organisation, which has usually existed for a while and is known. However, it is now time to intervene or to request external conflict support.<\/li>\n
- Sometimes a Conflicting party from the organisation<\/strong>. In these cases, a special approach is required in order to preserve the possibilities of mediation and to avoid acting too hastily.<\/li>\n<\/ul>\n<\/div>
Checklists are one of those things. They help to keep track of things in complex, cognitively overwhelming situations. And they restrict, lock out creativity and spontaneity – especially in social situations that are ultimately unpredictable.<\/p>\n
However, these effects are usually spread over time. Beginners are supported by checklists, everyone else hardly needs them.<\/p>\n
Short;<\/em> The following post is primarily aimed at prospective mediators, beginners in the field of conflict resolution with the actual conflict parties present.<\/p>\n Firstly, I would like to explain various constellations that suggest a specific approach in each case.<\/p>\nI. Area of application and period of application<\/strong><\/h2>\n
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