Omoleye Aihonsu’s Post

🏆 Seven strategies for effective mediation:   1. Before entering into negotiations, ensure thorough preparation. Familiarize yourself with your goals, potential compromises, and relevant information about the dispute.   2. Listen carefully to all parties involved to understand their needs, wants and nuances in their communication.   3. Put yourself in the other person's shoes. Understanding their emotions and viewpoints can foster trust and facilitate negotiations.   4. Use open-ended questions to uncover the other party's true motives and concerns, paving the way for mutual agreement.   5. Prioritize solving smaller problems first. This approach can create momentum to tackle larger challenges.   6. Rely on unbiased standards when negotiating. This can avoid conflicts arising from personal interests.   7. If discussions become heated, it is wise to pause, think, or seek advice.   Skilful conflict management, maintaining calm and constructive dialogues and guiding the parties towards mutual consensus are most important.

What problem? HOW to resolve conflict effectively. Anyone involved in conflict resolution has tonnes of ideas about how to improve conflict resolution processes and what skills are needed to get the best outcomes, including: - use 'conflict resolution' advocacy v litigation advocacy - draft better position papers - influence others to agree with you through your position papers - be aggressive and use hardball tactics - so you don't appear weak - use power over others or your position to get your way And most ideas aren't backed by science | influential communication skills | research | or real-world experience to improve participants' communication, performance, safety or outcomes. They may be taught, accepted and practised without question, challenged or people seeking best practices to improve the process and results for all involved. Changing conflict resolution culture isn't easy as it's mostly met with scepticism and people holding a tight grip on the status quo- nothing changes, and nothing changes. It's worth an ask - are you happy with your mediation and workplace dispute processes and results, thinking, 'I firmly believe that the current methods produce the best results." It's vital to start questioning the status quo and exploring new approaches to achieve your goals in conflict resolution. Don't hesitate to challenge conventional thinking and learn how to develop customized strategies that work best for you. Doing so can unlock your full potential and achieve optimal outcomes. There is a better way. A way that includes your uniqueness, being curious, taking positive action to control what you can, and engaging in hands-on learning experiences in the process to improve your skills and knowledge. Learning doesn't always come in structured settings, as absolute mastery is paved with knowledge and taking action in real-world experience - it requires taking different actions in real-life settings! Here's what people told me after we worked together on resolving conflict: "Her skills were instrumental in resolving the matter." "There was nothing I didn't like about the mediation. I love working with Louise as a mediator." "Louise helped bring about the settlement at mediation in difficult circumstances. This was accomplished mainly through her interactions with a challenging party." "I cannot think of one way Louise could have improved her interactions with my client. There wasn't anything I didn't like about Louise's mediation methods." We must ensure our ladder is leaning against the right wall so that every step gets us to the right place faster. #multidisciplinarybarrister #mediator #mediation #Harvard #theconfidentleaderblueprint #certifiedhighperformancecoach #certifiedeqcoach #certifiedhighperformanceconsultant #daretolead #courageovercomfort #successhabits #highperformancehabits #beyourbest

If you want to be a good mediator, be inquisitive. Given what you are seeking, how do you see that working? How do you see it being received? What would be your role in making it work? As mediator, we don't just want to solicit input with regard to people's wants. We seek to facilitate self-reflection. We are after people thinking things through, considering the language and tone they use, being concerned with how things will be received and their role within anything proposed. All too often in mediation, people are focused on the outcome they prefer. This is self-centered and perpetuates conflict. Through self-reflection and considering the implications of that which they seek, then they may be more realistic as well as more reasonable in tone. As we facilitate the mediation through the use of these strategies, we are role modeling conflict resolution skills. That which we role model is arguably just as important as any agreement achieved. Remember the saying, give a person a fish and they eat for a day. Teach to fish and they may eat each day. Those conflict resolution skills we model may be picked up and used by those we serve. If so, and we do ourselves put of a job, those we serve may lead a more peaceful coexistence.

****Emotional Intelligence*** Being a professional conflict manager and a coach requires more than simply understanding the theory of negotiation, mediation, and conflict resolution. In practice, these disciplines require a deep comprehension of human beings and their emotional responses. To really excel in managing, resolving, and mediating conflicts, emotional intelligence is not a mere asset, but a necessity. It plays a paramount role in how we understand, interpret, and respond to the conflicts and disputes that arise in workplaces, healthcare systems, and businesses. Emotional intelligence in mediation goes beyond verbal communication. It is about being emotionally attuned and empathetic to the people involved, recognizing and understanding their emotions to better manage the negotiation process and knowing and managing our own responses. This involves the ability to read between the lines, to sense the underlying tensions beneath the spoken words, and to feel the emotional currents that may not be expressed openly. It's about identifying the hidden issues that might be driving the conflict, even when they're not being directly communicated. Emotional intelligence enables a mediator to touch the core of the dispute, comprehend the emotions tangled in it, and guide the individuals involved towards a resolution that is acceptable to everyone. Emotional intelligence is a key tool that allows mediators to manage their own feelings and reactions during the process. It helps them stay calm, objective, neutral, and focused, even when the situation becomes emotionally charged or stressful. When individuals feel heard, respected, and valued during a mediation process, they are more likely to participate honestly and openly in the discussion. By leveraging emotional intelligence, mediators can ensure that all parties involved feel this way. This not only makes the mediation process smoother and more efficient, but also builds trust and sets the groundwork for a sustainable, long-term resolution. Indeed, research supports that mediations conducted by practitioners with high EI are more successful and their agreements more enduring. So, the next time you find yourself in the mediator’s seat, remember: your emotional intelligence is your strongest tool. Use it wisely, use it well. It Ican mean the difference between a resolution that merely ends a dispute temporarily, and a resolution that truly resolves the root cause of the conflict, promoting understanding, cooperation, and lasting peace among the parties involved. #Emotionalintelligence #EQ #EI #mediator #mediatorskills #conflict #legal #empathy

Top 9 questions people have about conflict resolution/mediation 1. What is conflict resolution? Conflict resolution is a process aimed at resolving disputes, disagreements, or conflicts between two or more parties. It involves identifying the underlying issues, facilitating open communication, and finding mutually acceptable solutions. 2.What is mediation? Mediation is a specific form of conflict resolution where a neutral third party, called a mediator, assists the disputing parties in reaching a resolution. The mediator helps facilitate communication, explores possible solutions, and guides the parties towards a mutually agreed-upon outcome. 3.How does mediation work? In mediation, the mediator establishes a safe and neutral environment for dialogue. The parties are given the opportunity to express their perspectives and concerns while the mediator helps them understand each other's viewpoints. Through this collaborative process, the mediator assists in finding common ground and encourages the parties to reach a mutually satisfactory resolution. 4.What are the benefits of mediation? Mediation offers several benefits, such as: Voluntary participation and control over the outcome. Confidentiality and privacy. Cost-effectiveness compared to litigation. Faster resolution process. Preserving relationships and promoting open communication. 5.When is mediation appropriate? Mediation is suitable for a wide range of conflicts, including interpersonal disputes, workplace conflicts, family matters, community issues, and commercial disputes. It is particularly effective when the parties involved are willing to engage in open dialogue and collaborate towards finding a resolution. 6. How long does mediation usually take? The duration of mediation varies depending on the complexity of the conflict and the willingness of the parties to cooperate. Some cases can be resolved within a few hours, while others may require multiple sessions spread over several weeks or months. 7. Is the mediator's decision legally binding? No, the mediator does not impose a decision on the parties. Instead, they facilitate the negotiation process and help the parties reach a mutually agreeable solution. Once an agreement is reached, it can be formalized into a legally binding contract if desired. 8. How confidential is the mediation process? Confidentiality is a critical aspect of mediation. Generally, the discussions that occur during mediation are confidential and cannot be disclosed in court. This allows the parties to have open and honest conversations without fear of their statements being used against them later. 9. What qualifications should a mediator have? A competent mediator should possess the following qualifications: Comprehensive training in mediation techniques and principles. Strong communication and interpersonal skills. Neutrality and impartiality. Knowledge of applicable laws and regulations. Experience in handling various types of conflicts.

𝐀𝐫𝐞 𝐲𝐨𝐮 𝐚 𝐦𝐞𝐝𝐢𝐚𝐭𝐨𝐫 𝐨𝐫 𝐚 𝐭𝐞𝐚𝐦 𝐥𝐞𝐚𝐝𝐞𝐫 𝐥𝐨𝐨𝐤𝐢𝐧𝐠 𝐭𝐨 𝐞𝐧𝐡𝐚𝐧𝐜𝐞 𝐲𝐨𝐮𝐫 𝐜𝐨𝐧𝐟𝐥𝐢𝐜𝐭 𝐫𝐞𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧 𝐬𝐤𝐢𝐥𝐥𝐬? Effective mediation is crucial for maintaining harmony and productivity in any organization. Here are some key techniques to master: 1️⃣ Active Listening: Pay close attention to both parties involved in the conflict. Listen not just to the words, but also to the emotions and underlying interests behind them. 2️⃣ Empathy: Put yourself in the shoes of each party to understand their perspective. Empathy can help build trust and rapport, making it easier to find common ground. 3️⃣ Neutral Position: As a mediator, remain neutral and avoid taking sides. Your goal is to facilitate a resolution that satisfies both parties, not to impose your own opinions. 4️⃣ Clarification: Clarify misunderstandings by summarizing each party's position. This can help them see the issue from a different perspective and promote clearer communication. 5️⃣ Brainstorming Solutions: Encourage both parties to come up with possible solutions together. This collaborative approach can lead to creative and mutually beneficial outcomes. Mastering these mediation techniques can transform conflicts into opportunities for growth and collaboration. As a mediator, your role is not just to resolve disputes, but to foster a culture of understanding and cooperation within your organization. What are your favorite mediation techniques? Share your thoughts in the comments below! #Mediation #ConflictResolution #EffectiveCommunication #Lawyer #Law

One of my clients was involved in a successful mediation. If a similar situation arises, they will be tempted to follow the same path. When a certain tactic works on one project, we assume it will work again. But every project is different. What worked before, may not work again. But also, what didn't work last time, might work this time. It is important to focus on the present moment. Listen carefully to what everyone is saying. We should be open to different options. Conflict avoidance  Negotiation Mediation Adjudication We should be careful when we win, as success can make us complacent. But we should also be mindful when we lose, as this can make us indecisive.