Organizational Mediation

It is common that within organizations there are situations where the views of departments or colleagues are not aligned. Faced with these situations, the fear of damaging the relationship or not achieving the objectives leads professionals to be involved in situations that, at least, generate inefficiency, delays in terms and emotional stress.

 

To change this situation, the figure of a communication facilitator is necessary. A manager of that tension that allows professionals to focus on what is truly important. From Habitus we want to help companies achieve "an efficient and agile management of professional tensions" through organizational mediation processes

What does the organizational mediation provide?

  • CREATE A PROCESS ADAPTED TO EACH SPECIFIC SITUATION

The mediation process is structured according to the availability of the parties and in response to their particular needs. Mediation sessions can be programmed quickly, which translates into time savings in the search for solutions and in decision-making. The duration of a session is usually about 2 hours.

  • GET A SELF-DETERMINED RESULT

The parties will decide the terms of any agreement. The mediator will act as facilitator of the communication and will be in charge of directing the process. The parties are the experts in the substance.

  • SAVE ECONOMIC AND EMOTIONAL COSTS

Mediation costs a fraction of what it costs to litigate or prolong the problem. 90% of the cases reach agreements that are always more productive and of greater value for the parties.

  • PRESERVE RELATIONS

Mediation improves the communication and the understanding between the parties while strengthening professional and personal relationships. In addition, it favors an empathic and assertive attitude, and encourages active listening.

Core principles

1. Flexibility

2. Voluntary

3. Confidentiality

4. Impartiality and neutrality

It is a simple and flexible procedure that allows constantly adjust to the needs of the professionals involved.

No one is obligated to remain in the mediation procedure or to conclude an agreement.

The confidentiality obligation extends to the neutral third party, who will be protected by professional secrecy and the subjects involved in the mediation. This allows communication dynamics that favor agreement.

The mediation proceedings will be developed in a way that allows the parties in conflict to reach an agreement by themselves. The mediator does not impose the agreement or direct it in any particular direction.