Mediation in labour relations
Working together. How do you do that? What if the different values, interests and goals in your organization or team collide?
Where people work together, it’s normal that there are conflicts. However, they can also be the engine for change, growth and co-creation. And that’s what we’re looking for during mediation.
My approach is development and solution oriented. That means I listen empathetically while facilitating the dialogue. People dare to express their opinion and it becomes clear what it is really about, and they can jointly come to a sustainable solution. This ensures growth at both personal and company level, more well-being and productivity.
I am guided by authenticity, respect, confidentiality, integrity, and my personal values.
“Between stimulus and response there is a space. In that space lies our freedom and power to choose our response. In our response lies our growth and happiness.”
By choosing mediation, you prevent tensions and inner conflicts from impacting the well-being and productivity of your organization.
And that’s more important today than ever. After all, we are facing major challenges as more and more digital, home and project-based work is carried out.
Both employers and employees experience less human contact, more challenges in communication and more work stress due to the high rate of change associated with the current digital evolution.
Also, you naturally want to keep as many of your talented employees as possible in the current war for talent. Because your employees are your most important capital.
Making visible what it’s really about
The first step in mediation is always to let the parties involved engage in conversation with each other. After all, it is important to clarify what the conflict is really about.- As a mediator, I create a context in which all parties can express their point of view, say what needs to be said and also be heard. In this way, we identify all of the interests and needs of all parties and create mutual understanding.
- I make people aware of where they are now and facilitate the conversation. So that people can make choices about where they want to go, and they can ultimately come to a joint and sustainable solution.
“When you change the way you look at things,
the things you look at change.”
Thanks to mediation:
- Individual needs, interests and tensions become transparent and negotiable
- Trust and respect are regained
- Blocking dynamics are converted into constructive cooperation
- Co-creation: both employees and the company grow, because solutions are being worked on together that would not have been conceived on an individual level
- Prevent tensions and inner conflicts from putting a stamp on the well-being and productivity of your organization
- Work on an open corporate culture that motivates people to share their opinions
Practical
- During an intake interview with the client of the mediation, I identify the parties involved, the expectations and objectives, the conflict and the background.
- In addition, I explain how mediation works.
- Then I will provide you with a proposal of action via a mediation protocol.
- As the client, you inform the parties involved about the start of the mediation. Then we can get started.
