Participants will learn how to build trust, promote Peace and foster consensus. For those who want to practice on their own, this course will provide requisite resources to enable them become effective mediators and to set up their own practice. Participants will be taken through the stages of the mediation process and encouraged and assisted to strengthen their own personal styles in dispute management, communication, negotiation, consensus building, basic human psychology, mediation and conciliation.
On the successful completion of the training and on the fulfillment of all accreditation requirements, candidates will be inducted as Associate Members, Members or Fellows of the Institute, can practice as Certified and Accredited Mediators and Conciliators and also use the designations “AICMC” (Associate Member, Institute of Chartered Mediators and Conciliators), “MICMC” (Member, Institute of Chartered Mediators and Conciliators) and “FICMC” (Fellow, Institute of Chartered Mediators and Conciliators) after their names. Induction of new members holds annually.
The current blame culture has overtaken the common sense approach of handling conflict, with many unnecessarily ending up in litigation, which is both expensive and demoralizing. Having front line managers who could nip potential situations in the bud would save time and inconvenience (having to advertise, interview and appoint a replacement member of staff, for example). So how can strategic members of staff acquire these skills?
Mediation is a process where a neutral third party will structure a process to facilitate a settlement between the participants. The mediator is impartial and shouldn’t give advice or offer opinion on what might happen if the issue went to court.
Basic, key mediation skills are typically delivered as one-day training seminars, which could be conducted in-house or externally. If an organization has a qualified mediator, they could potentially create and deliver the content using flexible learning management system. As part of the training requires students to take part in mock mediations where they assume the role of participant and mediator, the seminar must be interactive. If you have trainees on different sites, the mockups could take place via other media related means, which removes the need for everyone to be physically present for training. It’s also important for employees who completed the training to keep up with CPD, as it’s easy for unused skills to become weak. This could be effectively delivered in micro-learning chunks, enabling employees to access content at a time and place convenient for them.
If more managers understand the benefits of using even rudimentary mediation skills to diffuse tense situations before they escalate, it should lead to an increased feeling of well-being, which in turn could lead to a more contented and productive workforce.