Engage in Conflict to Transform Relationships (Part 3 of 3)

This post is authored by Sue Taigman, Blue Mesa Group Coach and Consultant. It is the final post in a three-part series on workplace conflict and transformative mediation. Click here to read the first post and here to read the second post.

For more than 20 years, Sue has served as an executive coach, consultant, facilitative manager and mediator for people and organizations that aspire to be best in class. As a member of the Blue Mesa Group, Sue’s results-driven approach to coaching and consulting manifests in focused leadership, career fulfillment, effective communication and conscious business practices. Click here to read her full bio.

Standard vs. Transformative Mediation 
In standard, non-transformative mediations focused on solving the problem at hand, you’ll see the mediator or leader take ownership of the process: he’ll try to bring the parties to resolution by identifying issues, understanding underlying interests, brainstorming possible solutions, evaluating those solutions, and helping parties to see that solving the conflict is likely preferable to other alternatives, such as letting an external authority decide the issue.

In contrast, a transformative mediator will say the entire mediation process, including all decisions, is entirely up to the people involved. A transformative mediator will reflect what she’s hearing, acknowledge common ground, strongly highlight differences, summarize, and ask lots of questions. All of these techniques focus on recognizing and empowering participants.

So, does transformative conflict resolution really work? 
Yes. As a transformative mediator for the United States Postal Service, my settlement rate is 100%. Most of the disputes involve a subordinate and a supervisor who perceive a situation from different viewpoints, a common dynamic in conflict. So, when a transformative mediator or other leader can elevate the focus from the transactional problem into transforming the interaction between people, the space is created where understanding and re-connection can emerge.

This approach goes a long way. When people feel heard and see their choices, they can recognize the perspectives of the other person(s) in the conflict. This empowerment and openness enables the problem at hand to be resolved with far less turmoil. Anger dissipates. Blaming of the other shifts to embracing personal responsibility. Trust begins to be rebuilt. Mediation participants gain an understanding of themselves and each other, and that understanding provides a strong platform for enhanced future interactions. So, the value of transformative conflict resolution is really tenfold.