Mediation and facilitation provide people with a chance to talk in a way that supports effective communication and a more comfortable work environment. Simply having the opportunity to talk, with the assistance of an independent person, can make a big difference to a workplace relationship that has been impacted on by conflict.

Mediation/ facilitation involves an independent consultant assisting people to talk through issues that have impacted on their working relationship. These types of situations can include:



• Difficulties in workplace communication
• Having a challenging conversation
• Addressing a complaint or a grievance
• Recovering from conflict and reaching agreements
• Improving teamwork or practices

While mediation/ facilitation can provide a helpful step forward from a difficult period, it is not a 'magic wand' that will solve everything. When a good outcome is achieved from a meeting it can become a good platform to work from for the future of the relationship.

Key features of Converge International's approach to mediation and facilitated discussions include:

• Impartiality: The Converge International facilitator or mediator is independent and external to the organisation. They do not take sides and do not provide advice or recommendations
• Decision making is with the participants: It is up to the participants in the facilitation/ mediation to develop and agenda for the process and to work towards reaching their own agreement
• A confidential process: Discussions in mediation/ facilitation are private and confidential, following the axiom 'What is said in the room stays in the room'. This means that the facilitator/ mediator, together with all participants, must not reveal any information from the mediation process and any meetings without the consent of all participants
• Voluntary: Each person participated in the mediation/ facilitation voluntarily. However, in some situations, mediation is a required step in a complaint resolution process. If this is the case, the mediator will still manage this as a consensual process. The mediator may end the process if they assess that the process is no longer effective or appropriate
• Supporting working relationships into the future: The process is not punitive or looking to apportion fault or blame. Rather, there is a focus on enhancing communication and the working relationships between all parties
  
  

To speak to our Conflict Resolution team about a mediation or facilitated discussion, please contact 1300 687 327 or email crs@convergeintl.com.au.