Kutayib

5.4. Conflict resolution* and the basics of mediation

Session Objectives

By the end of the session, participants will be able to:

  • Explain how anger can lead to aggression and violence.

  • Analyse different ways to solve a conflict.

  • Empathise with both parties in a conflict and seek a solution that benefits both parties.

  • Learning the basics of mediation.

Duration

02h 50min

Group size

Set by facilitator

Materials needed

Dots stickers, flipchart, markers, paper, paper with different colours or sticky-notes, pens, smartphone, tape or pins or magnets

Session Description 

This session introduces participants to the fundamentals of conflict resolution and mediation. Participants learn the principles and steps of mediation while practicing empathy, communication, and problem-solving in realistic scenarios.

Duration: 60min

Group size: Pair - share

Materials needed: Paper, pens

Introduction:

  • Conflicts are normal and part of life: Cats that fight & fighting siblings.

  • Conflicts are not fun, but they are not bad in themselves.

  • Can be a source of innovation.

  • Think individually about what kind of problems can trigger a conflict? In school, at home, with friends etc.?

  • Share with your partner: Are these individual problems or common problems? Are they easy to solve?

  • Is there a winner and a loser? Or do both win or both lose?

Exchange first with your partner, then share in the group:

What kind of conflicts do we have at our youth centre?
How do we deal with these conflicts?

Collect kinds of conflicts and categorise.

We distinguish three kinds of conflict

  • Conflict of views/opinions (socio-cognitive conflict):

    Expl. Our computer is broken and we are discussing a solution, how best to fix it. But we have different opinions. What is the best way to fix it?

    ? same aim, we interpret the problem differently, and we discuss in a productive atmosphere

  • Conflict of interests:

    Expl. Two clubs want to use the same room at the same time for a performance.

    ? Each group wants something, the aim is to find a fair solution, where the interests of both parties are taken into account, e.g. they make a compromise

  • Relationship conflicts:

    Expl.

    • A club member has put a lot of effort into performing a new song. Another club member listens to it and makes fun of the other.

    • If you don’t feel respected as a person in a conflict, if you feel personally attacked and hurt by another person.

    ? through the words the person chose, the tonality of your voice and what you say

Objectives:

  • Learn about your conflict experiences and techniques, and how you resolve them.

  • Distinguish between different types of conflict.

  • Help resolve conflicts with a mediation approach.

**Material from [xln url="https://phzh.ch/en/about-phzh/organisation/people/person-detail/?username=samir.boulos]Samir Boulos[/xln]

Duration: 15min

Group size: Think (read) and discuss in the group

Materials needed: Smartphone

  • Read the text.

  • Think about a situation where you have experienced anger, aggression or violence.

Objectives: Learn about the differences between anger, aggression and violence.

Duration: 80min

Group size: Role play

Materials needed: Paper with different colours or sticky-notes

A real-life situation or the following example:

Experiencing a mediation process:

Two members of the youth centre want to use the computer. One has a deadline because she wants to apply for a job. The other has an assignment from the university to write and is stressed. Now they are arguing, who can use the computer.

Role play: 2 youths play the scenario. Draw a carpet of peace on the floor

  • Person 1 stands on the red field on the left.

  • Person 2 stands on the red field on the right.

Explaining the ground rules of the peace process:

  • Red: Each tells what has happened, and the other listens quietly

  • Orange: What are your feelings? What do you wish? (each)

  • Yellow: Think of possible options and scenarios.

    Find common interests ? the whole group also makes suggestions

  • Green: You find solutions together, and you agree on a common solution. You get along again (shake hands)

What is mediation? What is the role of the mediator?

Definition:

“Mediation is a process whereby a third party assists two or more parties, with their consent, to prevent, manage or resolve a conflict by helping them to develop mutually acceptable agreements.”

-(UN Guidance for Effective Mediation)

Role of the mediator and rules

  • Facilitate communication between the conflict parties.

  • Responsible for the process in the mediation, not the content or the result.

  • Mediator is impartial and does not take sides.

  • The conflict parties should trust mediator as everything which is said is confidential for all parties and remains within this group.

  • Sets the ground-rules of the mediation process.

  • Accompanies and moderates the process.

Communication: Looping and reframing

Looping: Mediator repeats what the conflict parties say.

Expl. “He always thinks he is more important!” – mediator: “You say he feels more important”

→ Ensures understanding and reduces risks of misunderstanding

→ The conflict party feels taken seriously

→ Listen deeply and identify emotions, issues and interests

Reframing: Rephrases what the parties say in own words.

→ Remove toxic language (e.g. insults)

→ Acknowledge emotions

→ Tries to detect the interest

5 Steps of the mediation

  1. Setting & Introduction (roles and rules)

  2. Information & sharing perspectives

  3. Interests, concern, clarification

  4. Options & value creation

  5. Plan and conclusion

*Adapted exercises from CORE, Topic 7, Unit 2