Frequently Asked Questions
We try to anticipate questions you might have about our services and provide the answers here. If you need additional information, please contact us.
What is Transforming Mediation?
Whereas most mediation focuses solely on resolving the problem or presenting conflict, a transforming approach acknowledges the problem or issues and also works to heal the rift, improving the relationship. If people are able to better understand each other, future conflicts and stalemates are less likely to occur. Our model is based on psychological theory and research in the field of mediation. We believe and know it is possible that through mediation, individuals can transform and heal relationships.
What's so important about addressing conflict?
Conflict can prevent organizations from keeping good talent, maintaining productivity, and having a positive image in the community. Conflict can, if not addressed, create a toxic environment that impacts everyone. In some cases, where conflict has not been successfully resolved, litigation becomes the remedy of choice.
What kinds of training are available?
Our training is tailored to your needs. We have provided one session consultation/presentation/discussion sessions that help teams, universities, or organizations learn about conflict and its resolution through mediation. We provide twenty to forty-hour training that helps individuals not only learn about mediation but also gain skills that are researched based. We have provided two to six-hour sessions for advanced mediators to learn about current research, applications, and ways to refine mediation skills. All trainings are available through zoom or in-person.
What makes a transforming approach different from other forms of mediation?
At a most basic level, the difference is that a transforming approach focuses on developing understanding between people. As most of us know, it is easier said than done. Transforming Mediation is focused on helping all individuals "save face" and at the same time move to become respectful if not appreciative of the other person's (or persons') perspective. We believe that psychology and current research can inform our practice of mediation, allowing us to be more effective as mediators.
Why not just focus on resolving the problem?
Focusing solely on the problem may resolve the current issue. However, the underlying misunderstandings, tensions, or lack of respect continue. Eventually, probably sooner than later, another conflict will develop. It is also common for other members of your team or organization to get pulled into the conflict, hurting morale, productivity, and institutional/company image in the community. We believe there is something to be gained by learning to work through conflict, even when there is no ongoing relationship. Not only have we developed a better understanding of the other side, but we have also gained skills we can use in other conflicts that develop in our lives.