Learn some effective ways to mediate a dispute between two departments in higher education and reach a win-win solution.

As a mediator, sometimes after the lawyers, argue back-and-forth the parties decide to meet without the lawyers, and work out a solution with the lawyers would never think of. For example, in a contractor versus subcontractor dispute, the case was settled when the contractor gave the subcontractor a job on an entirely different project.

What are some effective ways to mediate a dispute between two departments?

Disputes between departments in higher education can arise for various reasons, such as conflicting goals, limited resources, or different perspectives. However, unresolved disputes can harm the quality of education, the morale of faculty and staff, and the reputation of the institution. Therefore, it is important to have some effective ways to mediate a dispute between two departments and reach a mutually acceptable solution. Here are some tips to help you do that.

1 Identify the root cause

The first step to mediate a dispute between two departments is to identify the root cause of the conflict. This means understanding the interests, needs, and expectations of each party, as well as the sources of tension, frustration, or dissatisfaction. You can use various methods to gather this information, such as surveys, interviews, focus groups, or observation. The goal is to find out what each department wants, why they want it, and how they feel about the situation.

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Charles Willow

Professor of Big Data Mgmt & Science
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Most important is the resolution of Communication Gaps! In a heated situation, a mediating arbitrator might wish to lessen the rife tensions… 🤔

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Allison Golde

Special Education Teacher @ San Ramon Valley Unified School District | Learning Specialist Credential
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One thing I have found helpful in identifying a root cause is to investigate both sides. Listen with intent to each sides problems, address concerns and come to a consensus. The resolution comes with finding a common ground where all sides feel comfortable working together and feel confident that they are able to be heard. When people feel comfortable sharing their views the resolution will help them to understand what is best for all people involved.

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Richard B. Klein

Retired Judge, Mediator, Arbitrator, Appellate and Trial Consultant at McElroy Deutsch
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It’s important to recognize that the issue being disputed may not be the real cause of the conflict. A classic example given is that siblings fighting over where their elderly father should live are really at odds because one of the siblings thought the other was the favorite child.

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2 Establish a dialogue

The second step to mediate a dispute between two departments is to establish a dialogue between them. This means creating a safe and respectful space for communication, where each party can express their views, listen to the other side, and acknowledge their emotions. You can use various techniques to facilitate this dialogue, such as active listening, paraphrasing, summarizing, or reframing. The goal is to build trust, empathy, and understanding between the departments.

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Dr. Shazia Shaikh

Assistant Professor (Computer Science & IT) at MGM University
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I believe the solution can be two phased. In phase 1, both the parties can be heard from individually making sure they are given a chance to fully put their stance. Phase 2 could be a planned and structured session involving active listening but in a controlled fashion where there is a balance between the expressions of the conflicting parties as well as the mediators. Lots of questions may be included to clarify the intended meaning and avoid any misunderstandings. There should be a prior mental preparation of all involved to make sure that the intended discussion aims are resolving the conflict rather than passing judgement about the right and the wrong.

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3 Generate options

The third step to mediate a dispute between two departments is to generate options for resolving the conflict. This means brainstorming possible solutions that can meet the needs and interests of both parties, as well as the goals and values of the institution. You can use various tools to stimulate this process, such as mind maps, SWOT analysis, or pros and cons lists. The goal is to expand the range of choices, avoid premature judgments, and encourage creativity and collaboration.

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Richard B. Klein

Retired Judge, Mediator, Arbitrator, Appellate and Trial Consultant at McElroy Deutsch
Report contribution
As a mediator, sometimes after the lawyers, argue back-and-forth the parties decide to meet without the lawyers, and work out a solution with the lawyers would never think of. For example, in a contractor versus subcontractor dispute, the case was settled when the contractor gave the subcontractor a job on an entirely different project.

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4 Evaluate and select

The fourth step to mediate a dispute between two departments is to evaluate and select the best option for resolving the conflict. This means assessing the feasibility, desirability, and sustainability of each option, as well as the potential consequences and trade-offs. You can use various criteria to guide this evaluation, such as fairness, efficiency, effectiveness, or satisfaction. The goal is to find a win-win solution that can benefit both departments and the institution.

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5 Implement and monitor

The fifth step to mediate a dispute between two departments is to implement and monitor the selected option. This means developing a clear and detailed action plan that specifies the roles, responsibilities, resources, and timelines for each party, as well as the indicators and methods for measuring the outcomes and impacts. You can use various strategies to support this implementation, such as communication, feedback, training, or incentives. The goal is to ensure the execution, accountability, and improvement of the solution.

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6 Celebrate and learn

The sixth step to mediate a dispute between two departments is to celebrate and learn from the resolution. This means acknowledging the efforts, achievements, and contributions of each party, as well as the benefits and challenges of the process. You can use various ways to celebrate and learn, such as recognition, appreciation, reflection, or evaluation. The goal is to reinforce the positive aspects, address the negative aspects, and foster the learning and growth of both departments and the institution.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are some effective ways to mediate a dispute between two departments?

1

2

3

4

5

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7

1 Identify the root cause

2 Establish a dialogue

3 Generate options

4 Evaluate and select

5 Implement and monitor

6 Celebrate and learn

7 Here’s what else to consider

Higher Education

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What are some effective ways to mediate a dispute between two departments?

1

2

3

4

5

6

7

1 Identify the root cause

2 Establish a dialogue

3 Generate options

4 Evaluate and select

5 Implement and monitor

6 Celebrate and learn

7 Here’s what else to consider

Higher Education

Rate this article

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