Sometimes work community conflict mediation is needed in addition to work supervision/coaching and/or process consulting. Utilization of an outsider mediator is recommendable in case disagreements and other problems have escalated to a complex conflict and solving them by own resources is considered difficult.

Based on my experience conflict mediation as a method serves well also for “cleaning the air” if ”bubbling under the surface” is experienced in the work community, and if there is a need to clarify mutual work community rules. The situation may not be very tense, but mediation can be applied as a precautionary method.

I have experience in work community conflict mediation also in English language and outside Finland.

Customer feedback: ”I was a bit suspicious when we started, but this turned out to be a good experience, worth time & money. I think we all learned something.”


Conflict is understood as a disagreement, an argument, a confrontation or a fight that causes an obstacle or weakens the conditions to carry out work in a work community. Various parties can be involved in a conflict or it can a troublesome situation between two persons.


Often handling of conflicts is avoided. Noninterferences or acting too sympatheticly usually complicate the situation. Conflicts should be interfered in a brave and active manner at an early stage. Solving of disagreements strengthens communication skills, and improves self-respect and work satisfaction of the parties involved.

In conflict situations, the support of superiors and management is essential in order to avoid long-lasting situations that deteriorate conditions of working, work community atmosphere and relations between persons. Conflicts handled in a restorative manner aiming to find a solution, are good learning experiences for all parties involved and other members of the work community.


Mediation is a voluntary method of conflict solving process in which an impartial mediator helps the parties to find a solution and an agreement by negotiating. Mediation is a process of determined phases.

Finnish Forum for Mediation (Suomen Sovittelufoorumi ry) defines mediations as follows:

“Mediation is a voluntary method of conflict management, in which an impartial outside party, the mediator, helps the parties of the argument through a particular mediation process reach an agreement that satisfies the arguing parties. The mediator does not take part in finding a solution to the conflict but rather acts as a facilitator in the process. The mediator directs the process, in which the parties themselves find a solution. The mediator does not passively retreat in the mediation dialogue but acts as an active listener. He or she allows room for emotive processing as well as for moral consideration and discussion on values. The mediator does not judge but sees to it that the agreement is reasonable for both parties. Mediation is social activity directed at the future. It is applied to find sustainable positive solutions. Mediation is a learning process.”

Read more about the work community conflict mediation

Interaction and learning. Adapted from source: Timo Pehrman, restorative learning.


Mediation is a process that proceeds in phases:

  1. Assignment/briefing meeting.
  2. Info meeting for participants and work community (1 h).
  3. Interviews (1 h/person).
  4. Mediation meeting (usually 4-10 h).
  5. Follow-up meeting (2-4 h).


The price is always agreed case by case, e.g. depending on the number of participants of mediation. As a reference price, work community conflict mediation of 6 persons is 2685 € + 24 % VAT. Even costs of short sick leaves, including finding substitutes and other impacts on work fluency, can easily turn out higher.

I have graduated  the Work Community Conflict Mediation training by the Finnish Forum for Mediation/Timo Pehrman.