Everyone, at some point, ends up in a conflict with someone else. And, despite what it may seem like at the time, no one likes being personally involved in a heated dispute with another person or entity: if the outcome did not matter the conflict could not really exist as it would no longer be “fed” by the disputants.

Conflicts come in all shapes and sizes – and some are extremely heated. Those in dispute may not be able to look at one another without feeling experiencing anger and hurt. Although it may not seem that there is always an option, choosing how to respond to the dispute can have a significant affect on the outcome.

Conflict tends to negatively impact a persons ability to communicate. People yell.  People get anxious.  People avoid addressing the issue and the object of the conflict.

It is not unusual for those in dispute to believe that doing nothing is better than intervening.  Nor is it uncommon to look for someone to deal with the issue by proxy – someone to do the fighting for them like an attorney, a friend, a supervisor.  These reactions actually escalate the conflict prolonging the stress and discomfort.  Meeting with a qualified neutral mediator is a positive and effective alternative to dealing with the issue in dispute.

Often the idea of mediation is dismissed as an option due to the arguing, hurt feelings, distrust, and other negative feelings that surround the conflict. The thought is a natural one.  How can mediation work when the smallest thing triggers an argument?

Despite the seeming impossibility, mediation is a very viable option in the vast majority of cases including high conflict situations.  The presence of a skilled neutral party can have a powerful positive affect.  The mediator provides a buffer as well as keeping both parties focused on reaching agreement – facilitating communication and focusing on the interests not the messy emotions that surround the issue.

As a general rule, if those in dispute are willing to try, mediation should  be a first option. Mediators can get those in dispute talking and working towards a resolution.

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Additional Reading:

• How Long Does Mediation Take
• Divorce How Is It SUPPOSED To Be Done
• When Is Mediation Appropriate?
• Argument For Mediation
• The Problem With Litigation
• Reducing Workplace Conflict: Employee Training

Related Posts:

• Can Mediation Work In High Conflict Situations?
• Communication Tip: Be Civil
• Co-Parenting Issue: Religion
• Conflict Resolution Tip: Avoid Personal Attacks
• Divorce Mediation – Why Mediate A Divorce?
• Mediation – Divorcing When Children Involved

Tags: arguing, CFR, Civil Law, co-parenting, Communication, Communication Tips, conflict, divorce, Divorce Mediation, Family Law, fighting, high conflict, Mediation, mediator, Parenting

This entry was posted on Monday, March 7th, 2011 at 7:52 am and is filed under Conflict Resolution, Divorce Mediation, Family Law, Mediation, Parenting, Parenting Mediation, Workplace & Business Conflict. You can follow any responses to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.