Welcome to Mediation Northern Ireland.
For over three decades we have been developing and establishing alternative dispute resolution in Northern Ireland.
As a charity Mediation Northern Ireland is a non-profit organisation which means that every pound earned by the organisation is reinvested in extending access to alternative dispute resolution (ADR) services and cultivating social change programmes. We work for outcome not income.
Today we respond to your need for effective and efficient resolution through a range of services below. We begin by assessing the nature of your dispute and then, together with you, we plan for the most appropriate intervention.
We respond quickly to prevent escalation, flexibly to maximise the potential for resolution and professionally to ensure you, your business, your family, your group or your community are held in safe hands.
Resolution practitioners at Mediation Northern Ireland are qualified, supervised and work to the ADR Professional Code.
Mediation uses a process of discovery about the disagreement. It explores the substantive issues, prevents escalation and finds consensus on the way forward.
Mediation asks:
Mediation is usually quicker, more cost effective and less adversarial than a legal process. The mediator guides the parties through a process designed to reach a win-win agreement. The process is confidential.
If you want to know more about what happens when you say yes to mediation, download the information brochure below.
Negotiation uses a process of bargaining to reach an agreement. It is a process by which compromise or agreement is reached while avoiding argument and dispute.
Negotiation asks:
In any disagreement, individuals understandably aim to achieve the best possible outcome for their position (or the organisation they represent). Principles of fairness, seeking mutual benefit and maintaining a relationship are all key to a successful outcome and it is the role of the negotiator to support the parties through this process.
Conflict coaching is a one-to-one process that develops a client’s conflict-related understanding, interaction strategies and interaction skills.
Conflict coaching asks:
Conflict coaching can be useful in a variety of circumstances, including conflicts in the workplace, community disputes, family disagreements, or business conflicts. The coach can serve as a confidential listener, help the individual to see the situation from all perspectives, support them in considering options, and help to come up with a plan of action to deal with the conflict.
Facilitated dialogue is a structured conversation between two or more parties to guide them through a contentious dialogue towards shared understanding. It pays attention to participation and the ways people engage with each other.
Facilitated dialogue asks:
The facilitator helps disputants share their thoughts, feelings, and experiences with one another in a confidential space.
Accompaniment is the provision of one-to-one support that offers a listening ear, an alternative perspective and reassurance during a difficult dispute or change processes.
Accompaniment asks:
Accompaniment is a strategy for protecting individuals and communities in conflict and is based on the principles of non-violence and impartiality.
Systemic change works alongside management teams to respond to organisational conflict. It maps the organisational system and the crucial connections within it. It audits the stated or desired goals, roles, ethos and controls within the organisation against the current experience of staff, customers and partners and offers insights into presenting problems.
This process helps expand engagement within the organisation so that essential change is supported rather than resisted. Our practitioners work alongside an organisation that is experiencing conflict and/or undertaking a change process.
Mediation uses a process of discovery about the disagreement. It explores the substantive issues, prevents escalation and finds consensus on the way forward.
Mediation asks:
Mediation is usually quicker, more cost effective and less adversarial than a legal process. The mediator guides the parties through a process designed to reach a win-win agreement. The process is confidential.
If you want to know more about what happens when you say yes to mediation, download the information brochure below.
Negotiation uses a process of bargaining to reach an agreement. It is a process by which compromise or agreement is reached while avoiding argument and dispute.
Negotiation asks:
In any disagreement, individuals understandably aim to achieve the best possible outcome for their position (or the organisation they represent). Principles of fairness, seeking mutual benefit and maintaining a relationship are all key to a successful outcome and it is the role of the negotiator to support the parties through this process.
Conflict coaching is a one-to-one process that develops a client’s conflict-related understanding, interaction strategies and interaction skills.
Conflict coaching asks:
Conflict coaching can be useful in a variety of circumstances, including conflicts in the workplace, community disputes, family disagreements, or business conflicts. The coach can serve as a confidential listener, help the individual to see the situation from all perspectives, support them in considering options, and help to come up with a plan of action to deal with the conflict.
Facilitated dialogue is a structured conversation between two or more parties to guide them through a contentious dialogue towards shared understanding. It pays attention to participation and the ways people engage with each other.
Facilitated dialogue asks:
The facilitator helps disputants share their thoughts, feelings, and experiences with one another in a confidential space.
Accompaniment is the provision of one-to-one support that offers a listening ear, an alternative perspective and reassurance during a difficult dispute or change processes.
Accompaniment asks:
Accompaniment is a strategy for protecting individuals and communities in conflict and is based on the principles of non-violence and impartiality.
Systemic change works alongside management teams to respond to organisational conflict. It maps the organisational system and the crucial connections within it. It audits the stated or desired goals, roles, ethos and controls within the organisation against the current experience of staff, customers and partners and offers insights into presenting problems.
This process helps expand engagement within the organisation so that essential change is supported rather than resisted. Our practitioners work alongside an organisation that is experiencing conflict and/or undertaking a change process.
About Mediation NI :- Our aim is to support parties dealing with change, contention, conflict and difference to find acceptable and non violent agreement. We have been working with individuals, communities and organisations in the public, private and third sector since 1991. Our services are based in Belfast but we work across Northern Ireland, the Republic of Ireland, Great Britain and internationally.
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