Mediation in the Workplace

Spirit at Work Breakfast: Mediation in the Workplace
...with Jenelle Soderquist, Senior Consultant
Mediation Center for Dispute Resolution, Hamline University
Thursday, April 5th, 2001

Early Thursday morning I had the opportunity to attend the April Spirit at Work breakfast. Jenelle Soderquist, Senior Consultant at the Mediation Center for Dispute Resolution at Hamline University was our guest.
Jenelle Soderquist
The title of this session was “Mediation in the Workplace.” Jenelle defined mediation as an alternative method of dispute resolution.

We started out by looking at conflict and what kind of feelings we associate with conflict. We were asked to close our eyes and imagine a conflict situation in which we had been involved. Some of the negative emotions expressed in conflict situations include; anger, frustration, hurt, and powerlessness. Jenelle then asked us to offer positive feelings or outcomes that may be associated with conflict. Opportunity, learning, change, clarity, direction, progress and connection were offered up. She suggested that mediation helps people realize the potential for these positive outcomes and that conflict helps create change.

Jenelle discussed five different responses to conflict:

Avoidance
Accommodation - This person doesn’t communicate their needs and accommodates the other. This can come at a high personal cost to the one who accommodates.
Compromise
Highly Competitive - This person likes a fight and takes a positional approach.
Collaborative - This person is interest based and tries to understand what is important to the other.

What is Mediation?
Jenelle’s methodology for approaching mediation is to identify the issues, determine the parties’ position or in other words, what is their solution. And finally, identify what is really important to the parties. Mediation is flexible, non-binding, informal (no testimony as in court), and confidential. The mediator does not have decision making power and facilitates communication between the parties. The clients determine the resolution.

What are the steps involved in mediation?

Orientation - the first step is to explain the process of mediation and to create a safe place.
Information Sharing - This allows people the opportunity to tell their story. Often, this is the first time that a party is asked to share their experience. This can help clarify perceptions and facts.
Identify Issues - Here the parties discuss their interests and identify what is really important to them.
Options - The mediator helps the parties think through their options.
Closing

Jenelle recommended two related books.

“The Promise of Mediation; Responding to Conflict through Empowerment and Recognition” authored by Robert A. Baruch Bush and Joseph P. Folger. They suggest that through empowerment you come to realize that you have choices and through recognition you see others differently.
“Getting to Yes: Negotiating Agreement without Giving In” by Roger Fisher and William Ury.

Jenelle indicated there is new thinking and an explosion of mediation being utilized in the workplace. She talked about different groups bringing mediation into the workplace, including the State of Minnesota and the United States Postal Service.

Vickie Hepler has been involved with the Sister Parish group since its inception in 1993 and traveled with the first delegation to visit TNII in the spring of 95. She joined the SJA choir in 98 and has enjoyed two years of bringing song and music to her heart. Vickie also cherishes her involvement in a SCC that's about four years old.
Jenelle may be contacted at the Mediation Center for Dispute Resolution at 651-523-2880 or visit their web site http://web.hamline.edu/law/center/aboutus.html.

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