A look at the world of mediation, how it's used and the results that it brings. Go to www.peopleresolutions.com for further information on mediation.

1. Welcome to The HR Professional’s Guide to Mediation

2. Why is Mediation Important? Linda Hoskinson

4. Poorly managed conflict costs British employers £24 billion p.a. (OPP and CIPD).

5. Government is encouraging us to use mediation, avoiding grievances and stressful tribunals

6. Mediation creates better outcomes

7. Mediation saves direct costs

9. It could be differences of opinion

10. about how a project might be moved forward

11. which new idea is the most likely to succeed

12. or what is acceptable behaviour for the workplace

13. ‘Unmanaged conflict is the largest reduciblecost in organisations today, and the least recognised.’ (Dan Dana)

15. …where differences are enjoyed, used to good effect and resolved constructively

16. Not a soft option

17. Strategic

19. Mediation Principles Voluntary Confidential Informal Impartial / Fair Addresses power imbalances Parties control content Mediator controls process Decision making lies with parties Future focused

21. Build rapport and empathy

22. Establish trust

25. Housekeeping

26. Guidelines

27. Confidentiality and role of mediator

28. Explaining and agreeing the process including initial opening statements

30. Check understanding and clear up assumptions and mis-perceptions

31. Acknowledge differences and similarities

32. Revisiting and re-negotiating the agenda

33. Managing difficult behaviours

34. Manage the process

36. Stage Seven – Closing and Follow up Close session, noting the achievements and effort of parties Clarifying next steps Mediator Debrief

37. Where does Mediation fit in? Linda Hoskinson

38. The Conflict Resolution Process PARTIES DECIDE 3RD PARTY DECIDES REMEDIAL SUPPORT NEGOTIATION INFORMAL DISCUSSIONS 1:1’S MEDIATION/ COACHING TRAINING FORMAL INTERNAL PROCESSES APPEAL TRIBUNAL Informal Stage Formal Stage

40. Power to resolve

41. Reasonable imposition

43. Issues involve others, or the organisation

46. A few words – from the commissioning manager

47. Which mediation model?

48. Selection of mediator

49. Pre-mediation individual meetings

50. The Mediation Meeting

51. Closure

52. Follow-up

54. Selection of the right mediator

55. The pre-mediation (individual) meetings:

56. Meeting the mediator – the chemistry

57. Hearing the parties’ individual perspectives

58. Checking for:

59. The potential for resolution, that the parties are authorised to resolve the main issues, possible goals – reframed possibly, describe the process, set expectations, behaviour, privacy, confidentiality, feedback

61. Government is encouraging us to use mediation, avoiding grievances and stressful tribunals

62. Mediation is a completely voluntary and confidential form of alternative dispute resolution involving an independent, impartial person helping two or more individuals or groups reach a solution that's acceptable to everyone

63. There are many stages to carry out effective mediation, each stage needing careful thought and preparation

64. Mediation is an effective solution for helping resolve conflict at the early or latter stages of resolution

66. 5th October: Business in HR

67. 21st October: Optimising People whilst Cutting Budgets

68. 18th November: Conflict Resolution (North)

70. 23rd September: Business in HR

71. 28th September: Absence Management

72. 19th October: The Cost of Conflict