In this video I discuss the importance of bringing in a mediator or facilitator from outside an organization to help resolve conflicts or move things forward quickly. You’ll need to carefully consider what kind of mediator or facilitator is needed and what qualities they should possess.
The first consideration is whether the mediator or facilitator needs to have specific content area expertise. For example, if the conflict or conversation is related to real estate, IT, or environmental issues, it may be helpful to have someone with background knowledge in that area. However, sometimes it may not be necessary or even desirable to have someone with content area expertise.
Another consideration is whether the mediator or facilitator should be someone who puts people on the spot or someone who helps people develop their own skills. Depending on the situation, one approach may be more appropriate than the other.
It is important to consider whether the mediator or facilitator needs to have a deep knowledge of the subject matter or just be approachable and able to create a safe dialogue space. Additionally, it is important to consider how comfortable the mediator or facilitator is with dealing with high levels of emotion, as this may be a factor in the conflict or conversation.
There are no formal licensure requirements for mediators in the US, so it’s a good idea to ask questions and consider the mediator or facilitator’s approach, experience, and skills. This will help to ensure that the organization is getting the right kind of mediator or facilitator for their specific situation.
It is important to bring in an outside mediator or facilitator to help move things forward quickly and avoid organizational or emotional drag. However, it is crucial to carefully consider what kind of mediator or facilitator is needed and what qualities they should possess to best serve the organization.