Mediation

Mediation is an incredible tool that spans a wide spectrum of services. Along that spectrum, there are different types of mediators: evaluative, transformative, facilitative, and equity-informed. 

According to Oregon Mediation Association (OMA), an evaluative mediator is generally noted for their "no-nonsense style". Their intention is to get to the point and find a solution to a relatively concrete problem. They often give their opinions and make recommendations. Evaluative mediators are especially useful when there is a short timeline or when it seems likely that the case may possibly end up in court. Evaluative mediators are often also attorneys.

Transformative mediators seek to allow the time and space for all sides to be heard and understood by the other parties. They may be more open to emotions that need to be expressed throughout the process, and they may create space to support the process of emotional healing while forging a path toward resolution. According to OMA, "transformative mediators are especially useful when conflicts are tied to more deeply personal issues including identities and relationships and when parties are seeking empowerment and recognition."

Facilitative mediators fall into a category that may be more familiar to people, as they take on a role of facilitating communications, adapting to the parties' needs. They rely on their training as a facilitator, asking questions, normalizing perspectives, and validating points of view.

An equity-informed mediator is trained to identify power differentials or inequities within the group dynamics which may be effecting communications and negotiations. They may take pause to understand dynamics that lead to subtle acts of exclusion and may take measures for making repairs when/if harm is done. Equity-informed mediators will also be evaluative, transformative, or facilitative depending upon their style.

For information on Diana’s mediation style, go to About.

Mediation with Diana

Mediation sessions are generally booked in 2-hour increments to allow for a full process. Prior to the first mediation session, all participants are given an Agreement to Mediate contract to sign, which states the agreement to participate in good faith and a willing intention to resolve issues at hand. The mediator will also speak individually to each participant for 10-15 minutes per person prior to the first mediation session. This is a part of the case management and initial intake process, which gives the mediator an idea as to the issues and perspectives at hand. All communications between mediator and any party, whether in group mediation sessions or in private conversations, are confidential. This includes email correspondences.

It is nearly impossible to predict how many sessions a group will need to reach resolution because it wholly depends upon what the parties bring to the table. It is most common for Diana’s clients to have 2-3 mediation sessions before they reach an agreement on concrete issues. Sometimes, due to complexities of relationship dynamics, it can take anywhere up to 6 sessions. The length and scope of mediation depends upon the parties and their willingness to move from their positions toward a resolution that is mutually agreeable. With larger groups, or with more complex issues, it is more common to need more than 6 mediations or ongoing sessions over a period of time.

There are also other options for workplace, business, and larger group cases experiencing perpetual relational, communication, and/or group dynamic issues. These options can be incorporated into an individually tailored mediation process. Here are some valuable options Diana offers to her clients in addition to mediation:

1) Ongoing mediator-facilitated group conversations to build and foster trust among group members, most commonly done once or twice a month, depending upon the need.

2) One-to-one mediations for any 2 members of larger groups who tend toward polarized and less flexible positions.

 3) Mediating one disagreement point per session which allows for time to establish new agreements and processes, setting check-in appointments with the mediator, and moving forward with the next point of contention only when the latter resolution has taken root.

4) Conflict resolution training for the group and/or business in an effort to get everyone on the same page, using the same language for navigating difficult conversations.

5) Any combination of the above options.

 Agreeing to an individualized process sets a standard of commitment and allows for the time it takes to establish new ways of working together.

It is not necessary to know ahead of time which of these options, if any, is needed. The path becomes much clearer after mediating together for the first few session, and it is a decision to which Diana would lend some perspective based on the mediation experience.

There have been some occasions in which Diana has stopped the process and concluded her services due to inappropriate behavior by one or more participants or a stalemate due to one party refusing to move at all from their position. On rare occasions, it becomes necessary for the mediator to recuse themselves from cases when they feel they are no longer able to provide pro-partiality.

Rates

$98 per hour for mediation sessions

$155 per hour for conflict resolution consultation and training

Training

With over 120 hrs of mediation training, Diana has worked in private practice and community mediation services since 2016. Diana has a BA from the University of NH, and over ten years of intensive study and training in traditional Tibetan Meditation. Diana has taught meditation since 2012 and currently implements its benefits in her work as a mediator. In 2018, Diana presented a seminar at Oregon Mediation Association's annual conference, focusing on the benefits of meditation within the field of conflict resolution.

Diana believes that no one is wholly right and no one is wholly wrong and holds that there is validity to each person's perspective, that their views stem from an experience unique to them. Diana does not presume to know what any clients have experienced, and thus brings a level of curiosity to the situation. Diana keeps the communications on track and moving forward, and through creativity, helps clients shape a mutually agreeable and lasting resolution. However, Diana holds that it is ultimately up to each party to bring their willingness to work through difficulties with collaboration and respect.