Mediation can be a scary word in the workplace. It carries baggage—suggestions of blame, shame, and fault. For many, it conjures the fear of being called out or held responsible for poor behaviour. Unsurprisingly, these feelings don’t exactly set the stage for positive outcomes.
At The Huddle, we’ve seen time and time again that workplace conflicts rarely stem from one person’s actions alone. Often, there are deeper factors at play:
- Perceptions of unfairness – A sense that someone is being treated unfairly or inconsistently.
- Unclear roles and responsibilities – Confusion about who does what or how decisions are made.
- Unaddressed behaviour – Leaders avoid uncomfortable conversations, leaving frustrations to fester until someone finally speaks up in a way that inflames the situation.
It’s no wonder people feel hesitant about mediation. It’s positioned as a “corrective” tool, implying that someone is at fault. This framing only heightens feelings of embarrassment or defensiveness—neither of which helps resolve conflict or rebuild trust.
That’s why, at The Huddle, we prefer not to use the term "mediation" at all. Instead, we call it something simple and neutral, like “a meeting to explore how we can work more effectively together.” Everyone attends meetings—this is just another one.
By stripping away the labels and expectations, we remove the fear and stigma. It’s no longer about assigning blame or singling anyone out. It’s about collaboration, curiosity, and creating a space where everyone can feel heard.
In these meetings, we don’t focus on what went wrong or who is to blame. Instead, we ask:
- What do we want this relationship to look like going forward?
- What does working effectively together mean for us?
- What small changes can we make to improve our dynamic?
When we shift the focus from “fixing a problem” to “building a better future,” amazing things happen. Participants feel less defensive, more open, and willing to engage. Trust begins to rebuild, and solutions emerge organically.
At The Huddle, we believe that the words we use matter. Words like "mediation" can create unnecessary fear and resistance. By keeping the process simple, collaborative, and judgment-free, we pave the way for meaningful change—no shame, no blame, just a better way forward.
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