As a leader, you need to conduct many Mediation Conversations and need a standardized approach - that's what our guides are for. Optimize your preparation and conduct structured, goal-oriented conversations.
Duration: 5-10 minutes
Duration: 15-20 minutes
Duration: 10-15 minutes
Duration: 15-20 minutes
Duration: 10-15 minutes
With this guide, you are optimally prepared to successfully conduct Mediation Conversations. Use the practical tips and example formulations for your specific situation.
Total duration approx. 55-70 Minuten
Ask specific questions to avoid misunderstandings.
Praise specific achievements to foster motivation.
Formulate clear and realistic goals.
These typical mistakes can jeopardize the success of your conversation. Recognize them early and respond professionally.
You are close to both parties in the conflict and must remain completely impartial. Even the smallest gesture can be interpreted as favoritism. Achieving absolute neutrality is nearly impossible when you are aware of both parties' backgrounds and work with them daily. One party may quickly feel disadvantaged, exacerbating the conflict. A breakthrough is only possible when you recognize your own assumptions, make them transparent, and establish clear mediation rules.
Suddenly, voices are raised, accusations are thrown, and personal attacks replace factual arguments. The conversation goes in circles, positions harden, and objective solutions seem increasingly distant. Successful mediators learn to recognize early warning signs and intervene before escalation spirals out of control—by establishing clear conversation rules and structured speaking turns for both parties.
The conversation often gets bogged down in blame, leaving true needs unspoken. You end up addressing only symptoms instead of root causes, and even superficial solutions quickly dissolve. The key lies in targeted questions that redirect from accusations to needs, revealing where both parties' needs overlap—this is where the potential for genuine solutions resides.
One party dominates the conversation through status or personality, while the other party hardly dares to express their position. The apparent "solution" is not based on genuine consensus but rather on intimidation, leading to future problems. Successful mediation requires structured speaking turns that guarantee equal speaking time for both parties and create protected moments in which the quieter individual can speak without interruption.
The pressure is high, and you feel responsible for solving the problem. As a result, a weak compromise is reached that leaves no one truly satisfied. The conflict simmers on and will soon resurface. An hour of intensive mediation with genuine understanding is more valuable than three superficial conversations—invest the time in addressing the deeper causes before seeking solutions.
You may think you’ve heard both sides, but in reality, you’ve only scratched the surface. Behind every accusation lie stories, fears, and past wounds that don’t surface with just a simple inquiry. If you don’t grasp these deeper layers, you end up mediating between positions rather than between people. The result feels contrived and fragile. Genuine understanding arises only through patient, authentic listening and the willingness to acknowledge the uncomfortable truths from both sides.
You've read the guide - now it's time to apply what you've learned in practice. Train with our AI and become a conversation pro.
Free to start • No credit card • GDPR compliant
Discover more conversation guides for different conversation types and expand your leadership skills.
Guide for Development Conversations
Guide for Annual Performance Reviews
Guide for Employee Conversations
Guide for Feedback Conversations
Guide for Feedback Conversations
Guide for Conflict Conversations
