CRISES OR
CONFLICTS
Workplace Mediation
Resolving challenging situations with a conflict resolution expert
An organization is healthy, when differing opinions are part of normal work. However, if disagreements are not properly managed, they can escalate into conflicts. Workplace mediation is one possible solution in these situations. Conflicts heavily drain the psychological and eventually physical resources of employees. It is in the entire organization’s interest to resolve conflicts so they do not affect employee well-being, collaboration, and ultimately the company’s performance.
It is clear that disagreements arise among people in some form almost daily, and often these situations can be resolved without external support. However, sometimes situations persist, and it may be necessary to examine the situation with an external expert. We offer organizations the opportunity to assess the situation and seek solutions together with the help of an impartial mediator.
Workplace mediation or development training
- Moving toward a shared vision for the future
We help teams and employee groups facing challenging situations or conflicts understand each other’s perspectives and discover new, more effective ways to collaborate. Through guided discussions, agreements can be reached in a constructive and solution-oriented manner, often restoring – or even strengthening – mutual understanding and the willingness to work together.
This process can be conducted as formal workplace mediation, development training, or a more general collaboration-building process that incorporates mediation techniques. Ultimately, the goal is always to establish and document a shared agreement on how the parties will work together moving forward.
Bravers’ Sanna Fäldt brings expertise as both a certified workplace mediator and brief therapist, ensuring a professional and holistic approach to conflict resolution and team development.
The steps of workplace mediation:
1. Ordering and starting the mediation process
2. Informing participants of the mediation
3. A joint information meeting for all process participants
4. Confidential 1:1 interviews with all participants
5. A joint mediation discussion (or several) for all participants
6. Writing the mediation agreement
7. A follow-up discussion in a few months
Development Training
- Exploring Team Challenges and Opportunities
In development training, all team members are interviewed individually to form an overall picture of what is already working well in the team and what could be improved. The key points from the interviews are presented and worked on with the team using a solution-focused and dialogic approach. Development training may also include coaching elements as needed. The day’s result is concrete plans on how to develop activities or collaboration. Often, a follow-up meeting is scheduled a few months later to assess progress.
Pricing
Workplace Mediation
Workplace mediations can be conducted entirely online, face-to-face, or in a hybrid format. If there are multiple parties involved, two mediators can be used, although one mediator is often sufficient. Bravers’ lead mediator is Sanna Fäldt, who has been trained as a workplace mediator and has been leading mediation processes since 2021.
We charge €200/hour + VAT 25,5% for workplace mediation. For example, the process of mediating a conflict between two people takes an average of 8-10 hours based on our experience, but each mediation situation is unique.
Development Training
Development training consists of individual interviews as well as joint training and working days. The hourly rate for interviews is €150 / hour (+VAT 25,5%), and the cost of training days depends on their duration and content.
Example: The cost for development training for a team of ten people, including interviews and two full days of training, is €10,000. Prices are subject to the current VAT rate (25,5%).
Workplace Mediation Case 1
ORGANIZATION
An international company of knowledge workers
Team size: 10 people
CHALLENGE
Some dissatisfaction had surfaced in a long-term development project. Motivation had started to decrease inside the team, as the work did not advance as hoped, There was dissatisfaction and distrust inside the team.
APPROACH
The director of the team and their HR-responsible decided to order a mediation process from Bravers. The mediation lasted a little over two weeks, during which both individual interviews and mediation discussions were held.
OUTCOME
The discussions helped everyone understand each others’ viewpoints and the root causes of the situations were found and resolved.
Workplace Mediation Case 2
ORGANIZATION
International Software Development Company
Team Size 15 people
CHALLENGE
One of the organization’s core teams was struggling. They informed management that internal collaboration was not functioning well. The situation had been ongoing for some time, and previous measures had not helped.
APPROACH
The HR manager contacted Bravers to conduct a confidential and respectful external assessment of the situation. We decided to conduct a restorative interview round, where each team member was deeply heard about their perspectives on collaboration.
OUTCOME
It was revealed that team members almost unanimously found the team leader’s management style to be inconsistent with the organization’s values. Once a comprehensive understanding of the situation was obtained, it was easier for management to initiate the necessary development actions.
Development Training Case
ORGANIZATION
A domestic medium-sized organization
Team Size < 30
CHALLENGE
The collaboration and communication within the team were not functioning optimally due to a rapid organizational restructuring and residual issues from the past.
APPROACH
We interviewed all team members and created an analysis of the situation, highlighting the team’s strengths and areas for development in relation to their internal goals. During a joint development and training day, we reviewed the results, discussed them, and worked in small groups to generate ideas and solutions for the most critical development areas. At the end of the day, the ideas were presented and used to create a development plan. Additionally, individual and group coaching was provided to the leaders to support the achievement of these goals. The development project will continue with a half-day training and development session approximately four months after the initial session. During this follow-up, we will analyze together how things have started to change and develop.
OUTCOME
The interviews and the joint training day helped participants to see the situation from a broader perspective, engage in deep discussions on even difficult topics, and get to know each other better, which increased good team spirit and trust.
