Currently certified mediators who wish to expand their practices to serve the workplace/organizational sector may have the most to gain from MTI's Workplace Mediator Certification Course.

Why? Mediators who assist in resolving chronic conflicts between coworkers more than earn their fee, a fact that can be proven. The financial cost of unresolved workplace conflict is huge, and is easily demonstrated. Graduates of MTI's course receive free unlimited use of our online conflict assessment instruments for measuring the dollar cost of conflict, and for uncovering the counterproductive conflict management strategies currently imbedded in organizations' culture. Public access to these instruments is available through the Conflict Management Toolbox. Use this formula for calculating return-on-investment (ROI) in workplace mediation. Course graduates may set up assessments like these at no cost to demonstrate the cost-effectivess of their mediation services.

Why is retooling necessary to mediate in workplaces?

Workplace mediation differs from mediation as applied in the courts, communities, and other settings in six important ways:

1. Not for settlement. Although every workplace mediation results in a practical consensual self-determined agreement, its purpose is not to "settle" a dispute. Rather, it is done to improve ongoing interdependent relationships between the parties. This distinction has clear implications about the role of the mediator. Workplace mediation should not be conducted with the same mind-set as legalistic judicial and community mediation.
2. Not voluntary. Mediation between employees is most often mandated, not voluntary. Although recognition of personally beneficial outcomes is encouraged, people participate because the mediation is "a business meeting about a business problem," not a personal or professional service. Since the involved employees are part of the problem, they can legitimately be required to be part of the solution ... as a job duty.
3. Not confidential. Workplace mediation sessions, because they are not about personal matters, are no more subject to special confidentiality rules than are any other sensitive business meetings.
4. No special rules of conduct. Because employees are participating in mediation as part of their jobs, there are no special rules about how they behave apart from the behavioral norms and any "rules of conduct" that otherwise define appropriate behavior in their particular workplace.
5. No subject-matter expertise. Workplace mediators are not expected to possess expertise in the particular industry or specific subject matter involved in the employee conflict, although identifying one or more niche markets may be helpful for marketing one's independent mediation practice. So, they may serve the full spectrum of kinds and sizes of organizations.
6. Not legalistic. With rare exceptions, the business problem that has led to a workplace mediation is not about a legal issue, and it is counter-productive to approach it as such. Although workplace mediators may be attorneys, they do not function as legal experts.

These six key differences imply key differences in the style, method, and purpose of workplace mediation compared with other settings.

View the daily agenda and topic outline of MTI's Workplace Mediator Certification Course.