Since 1979, the original seminar on the core competency of Managerial Mediation:
"In the life cycle of every conflict, there is a point
when it's large enough to be recognized,
but small enough to be resolved."
The third module, "Third Party Mediation" is the principal part of the seminar "Manager as Mediator". As always, the first module "Necessary Knowledge" is a pre-resuisite; Self-mediation is optional for the Manager as Mediator (MAM) . Thus, essentially MAM is essentially third pary mediation since Module 1 is always required.
Although we learn techniques in all modules that apply to virtually any interpersonal conflict, we most often present the ideas in the context of the workplace. Remember, the part of Manager as Mediator that distinguishes it from any other module or seminar is Third Party Mediation.
Every up-to-date organizational leader knows that the controlling, coercive management style of yesteryear no longer works. Demographic and economic changes now require that managers not only negotiate with their staff, but help them negotiate with each other. Sadly, many management development programs fail to show managers exactly how to mediate between employees.
Current trends toward downsizing, flatter hierarchies, teams, quality, and multiple responsibilities are intensifying the interdependency between employees. Most organizations inadequately equip their staff to effectively negotiate work relationships in these challenging times.
A core element in the MTI Training System, the Manager-as-Mediator Seminar puts the tools of the professional mediator into the hands of your managers to build better workplace relationships, enhance performance, improve productivity, and cut the unnecessary financial costs of workplace conflict.
Thousands of people have learned this practical tool for the prevention and early resolution of workplace conflict.
✓Determine WHEN problems can best be solved by Managerial Mediation
✓Prepare the best CONTEXT for a mediation meeting
✓Perform the three PRIMARY TASKS of the manager-as-mediator
✓Negotiate agreements to PREVENT RECURRENCE
The manager-as-mediator a better way to handle communication problems and personality clashes
Consequences of conflict measuring the dollar cost of conflict in your organization
Types of conflict boss-employee, employee-boss, and employee-employee
When managerial mediation works and when it won't
Preliminary meetings with employees the surprising purpose of "getting the facts"
Managing the context mostly common sense, but vitally important and often overlooked
The three tasks of the manager-as-mediator made simple and practical
Contracting for agreement making deals that stick
Video demonstration how to mediate as a manager or team leader
Practice by learners constructive, guided feedback to build practical skills
|Who should attend|
The Manager-as-Mediator Seminar isn't just for managers. It is for anyone who may be in the situation to need to help two other people resolve their conflicts. It is particularly important for supervisors, team leaders, members of self-managing teams, and human resource staff in short, for any employee who is responsible for the cooperative work of others. It is also excellent preparation for future leaders. No particular educational background is required.
Every seminar participant receives:
The sourcebook: Managing Differences: How to Build Better Relationships at Work and Home by Daniel Dana.
Workbook: A multi-volume step-by-step individualized guide for using new skills on the job
Wallet card job aid: Handy guide that summarizes Managerial Mediation for immediate use
The Dana Benchmarking Instruments: Unrestricted personal access to these on-line tools for organizational assessment:
The Dana Survey of Conflict Management Strategies