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Mediation comes from the Latin ”mediare” which means to be in the middle.

When there is a conflict at work, in a family, or between neighbours or friends, often a third person is drawn into that conflict.

We can probably recall times when we’ve seen such a third person inflame the conflict further. Perhaps such a person offers irrelevant or inappropriate advice or repeats hurtful comments made by one party against the other.

Also, we can probably think of a person who has played a positive role in helping others resolve their conflicts. Such a person may frequently be turned to as a “peacemaker”. In a family, friendship or work group, this person has probably taken on the role informally (and usually unlabelled) of ”mediator”.
It’s also possible for a person with some power, such as a manager, a supervisor, a school principal, or a parent, to mediate in some disputes. Rather than always arbitrating, there are times when, in these positions, we’re able to facilitate others to resolve their own difficulties.

Knowing about the formal process of mediation, and how to apply the key principles and skills of mediation to conflicts that are not our own, is valuable knowledge to add to our EmpowerMe process

This EmpowerMe Module learning and skills can be used in the workplace, families, groups and in communities. The skills learned are valuable in a wide range of settings.

Mediation skills empower inclusive environments and enhances positive communication and relationships.

About Mediation


  • To develop an understanding of the process of mediation.
  • To know when to refer conflicts to professional mediation.
  • To learn the key skills and principles of mediation so that we can assist others to resolve their conflicts in an informal and constructive manner

Session Times: 4 to 5 Hours

Essential Background: 

  • The Win/Win Approach
  • Empathy
  • Appropriate Assertiveness

How is ”mediation” different to the process of ”conciliation”?

What is ”arbitration” about?

How are “mediation” and ”facilitation” different?

In what settings would it be valuable to call in a professional mediator?

What would make ”mediation” an appropriate choice for solving the dispute? Are there any occasions when it would be less appropriate?


For us to feel confident in a mediator, what qualities, attitudes, beliefs and skills would we want that person to have?

What personal qualities would we consider valuable in mediators?

What do we understand by “neutrality”?

What skills do mediators require?

There are 4 stages, all of which require practice





Choose either one or both of the following activities.
Mirroring: in this role play, participants practise the skill of mirroring. (15 minutes)
Establishing a Mediation: working in small groups, participants practise establishing a mediation. (20 minutes)
The Stages and Skills of Mediation: a role play in which participants practise mediating.
Short practice (30 minutes)
Long practice (50 minutes)

“So the basis of mediation is negotiation – and the mediator’s job is to introduce some special features to turn adversarial, win-lose negotiation into problem-solving. The mediator helps people to talk to each other in ways that prevent misunderstandings, establish at least working relationships, clarify the issues and look for mutually acceptable solutions. Ideally, people should emerge from the process feeling satisfied that all their needs and interests have been taken into account, that they have achieved the best possible outcome, and that they are ready to re-enter the process the next time a problem comes up.”

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