Arbitrator or Mediator : Managing a Conflict as a Third Party

When a conflict arises and especially when it persists, it is often because the parties involved have not found common ground. They no longer understand each other, they have lost sight of the original source of the conflict and are now hurting each other.
The intervention of a third party is often THE solution. A neutral third party with all the human qualities necessary to listen and help them dispassionately express themselves.
Above all -as a mediator or arbitrator- this third party needs the right tools to defuse the conflict in a sustainable manner. Being a mediator or arbitrator cannot be improvised.

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Conflict management can be done by different actors (involving an arbitrator or mediator, for example). It can take the form of autocratic or participatory decision-making.
Conflict management can finally follow different modalities: the choice of avoidance, the resolution of the conflict by the intervention of power, or by following the rules and finally the management of conflicts by reconciling mutual interests. We will detail all of these conflict management alternatives in this video.

The mediation process begins with individual discussions between the parties involved in the conflict and the mediator.

Then the parties will meet, always in the presence of the mediator, who will help them find their own solution to the dispute.

Professional mediation is developing more and more within the company itself. In this video, let’s describe the benefits of mediation and the role of the mediator.

What is the manager’s role in the conflict? Is it possible to be a manager AND a mediator? Or at least to be a manager with mediating skills?

In the first part of this video, we will see the essential and irreplaceable role of the manager in conflict prevention. Then we will see how to be a manager – mediator, juggling the paradoxes of these 2 positions.

You think you’re a good mediator because you’re a good manager? Not necessarily. Mediation requires the development of a high level of relational intelligence and skills that are sometimes the opposite of those of the “leadership” that is so popular in companies. Here are the 4 essential qualities of the mediator: be structured, remain neutral, be actively listening and trust others.

Mediation is an ideal process for companies as it allows them to find a quick internal solution to blocked situations and avoid court congestion.

In this video, I will describe 10 key points of mediation, whether it is “formal” with the recruitment of a professional mediator, or more “informal” with the internal intervention of a third party with mediation skills.

Jean Poitras differentiates between treatable and non-treatable sources of conflict. The source is what led to the conflict, it is the underlying problem. As long as the source is open, as long as the problem is not solved, the volcano of conflict will continue to grow and spew its lava.

In this video we will talk about the 3 “treatable” sources of conflict. And I will give you some advice on how to treat them in the best possible way.

How can you get a senior and a young person of generation Z to work together when they are struggling with unshared values? How to cooperate with a hyper-anxious person? How to manage the conflict that stems from the economic crisis? 

Some sources of conflict seem insurmountable because we lack the leeway to stop the irritant.

Conflict arbitration is one of the major roles of the manager, when mere mediation is not considered or conceivable. The manager will be able to turn the conflict into an opportunity to make the teams grow and bring better results in the company.

In this video, we will see the advantages and disadvantages of arbitration and the main steps of a successful arbitration process.

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This course is included in larger courses.

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