Dispute resolution mediator
A mediator specialized in managing disputes between parties, who works to bring views closer, facilitate dialogue and reach consensual solutions through effective communication, listening and negotiation
Level 1 — Basics of mediation and legal concepts
Learning the theory of legal mediation, the difference between mediation and arbitration, and professional ethics such as neutrality and confidentiality.
A disputing party asks you about the difference between mediation and arbitration.
A party questions your impartiality as a mediator.
A party asks how you will handle confidential information they share with you.
Level 2 — Effective communication and building rapport
Mastering active listening, open-ended questions and creating a safe space for conflicting parties to start talking.
A party tells their side of the dispute emotionally.
A party responds very briefly and you need to open up the conversation.
A party is very reserved in the first meeting; you must build an initial rapport with them.
Level 3 — Reframing positions and drawing out interests
Practical exercises on turning aggressive demands into real needs and interests, and drawing out the heart of the dispute through brainstorming.
A party presents a demand in an aggressive manner.
A party shares several frustrating points at the same time.
Explaining the difference between a party's stated position and their true interest.
Level 4 — Managing private sessions (caucusing)
Learning to hold private sessions to manage expectations and each party's role without compromising neutrality.
You are conducting a private caucus session with one of the parties.
A party's expectations in a private caucus are exaggerated.
Moving information from a private caucus to a joint session without breaching confidentiality.
Level 5 — Handling emotions and deadlock in negotiations
Strategies to break deadlock and handle outbursts of anger, crying or stubborn silence on the spot.
A party becomes stubborn and refuses to continue negotiations.
One party becomes visibly emotional during the session.
A party remains silent for a long period during the session; you must address this.
Level 6 — Proactive delegation and solution-generation techniques
Encouraging the parties to devise "win-win" solutions and use objective criteria to assess proposals.
A party proposes a traditional, limited resolution to a conflict.
A party questions the fairness of a proposed solution.
Compare several proposed solutions based on common objective criteria.
Level 7 — Mediation in simple labor and commercial disputes
Applying the skills in realistic scenarios involving employment contracts and limited financial disputes between small businesses.
Mediating a contract dispute between an employee and an employer.
You are mediating a minor financial dispute between two small companies.
Mediating a minor dispute regarding the interpretation of a clause in a small contract.
Level 8 — Managing complex multi-party disputes
Mediation in cases with more than two parties, organizing complex coalitions of interest and facilitating group dialogue.
Managing a conflict involving three or more parties.
A participant requests an equal opportunity to speak among other parties.
Two parties form a temporary alliance against a third party in a complex conflict.
Level 9 — Overcoming biases and cultural challenges
A party questions your cultural neutrality during mediation.
The other party has a different cultural background regarding conflict resolution.
Adjusting your communication style based on a party's specific background.
Level 10 — Drafting binding legal settlement agreements
Drafting the final settlement agreement terms with the parties.
A party asks about the mechanism to ensure both sides stick to the agreement.
A party requests to modify the agreement after it has been signed in principle.
Level 11 — Mediation under pressure and in high-profile cases
You are mediating a case that has gained significant media attention.
A party is pushing to conclude a complex mediation very quickly.
An external party (lawyer or journalist) attempts to influence the course of the mediation.
Level 12 — The strategic expert and supervisory training
A junior mediator seeks advice before their first session.
Analyzing the reasons behind a previous mediation failure with a supervisor.
Designing a training protocol for new mediators alongside a supervisor.