How to choose the right mediator

Tips In Choosing The Right Mediator For Workplace Conflict 

You’ve identified that there is, without a doubt, conflict going about in the team and you’ve also I.D.ed the employees involved. The next move is to bring in a mediator to portray that very role of acting as an intermediary person who did not participate in the dispute and has not sided with any of the employees in question. 

Frequently, the ideal option is someone who isn’t a close friend of either of the two (or more, if the dispute is among a group of people) yet is known to them as a colleague or better yet, a teammate. 

So, what are the characteristics to watch out for in your search for a good mediator?

Characteristics Or Traits Of A Good Mediator

1. Credibility And Objectivity 

A moderator must have high credibility in terms of professional conduct in the office and amiable disposition and character with colleagues. Somebody who is believable, in the context of conflict resolution. 

You can’t rely on an individual who, himself or herself, is often caught in between quarrels, gossip, and arguments. 

The same is true with being objective. The mediator should be patient and be emotionally detached from the problem at hand. In doing so, he or she can remain unmoved by the information that will be obtained from the discussion. 

2. Appearance And Conduct 

More on the “outward” image of the arbiter. Credibility not only has to do with character but also with how one dresses and upholds himself or herself. Observational researches have shown that people tend to pay more attention to those who are properly and neatly dressed than those who aren’t. 

As for conduct or demeanour, one need not be stern but must be fair. Not passive but tempered. 

3. Vigilance 

Now is the worst time for a mediator to miss out on details, whether he or she deems it crucial or not. It’s vital that a mediator isn’t easily distracted. Focus is the trait to be employed in this situation. 

Aside from listening intently regarding the details, being able to spot shifts in behaviour, mood, body language, and tone is another excellent attribute. Remember, non-verbal queues are just as integral as verbal ones. 

Additionally, if the consultation has gone on for a while, the moderator knows how to take the initiative in giving those in the gathering a coffee break or anything similar to it. Pouring out distressing emotions can be taxing to the mind and body, and these can cause exaggerated feelings of anxiety and anger. The keyword here is “initiative.”

In relation to this, if one or more of the employees are keeping mum about the problem, the mediator has to take on the reins of letting the discussion continue to flow seamlessly. Babbling unnecessarily or dominating the conversation is NOT what’s needed. 

Instead, it has to be one who is proficient in asking open-ended questions and is able to quickly analyze the connections of the topics being addressed to encourage the other to join the conversation.

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