Resolution of conflict can take many forms. It can come relatively quickly or take a substantial amount of time. Resolution may be a new or greater understanding about another person or point of view. It may be a written or oral agreement of specific actions the parties intend, in good faith, to follow.
Resolution cannot be rushed. It can only occur organically after the parties have thoroughly discussed the issues that brought them to mediation, after they have felt empowered to state their needs and interests in a way the other can hear, and after they have explored possible ideas or proposals to solve the conflict.
I may ask the parties to “brainstorm” solutions by having them suggest a variety of thoughts or visions, ones that may seem unworkable or far-fetched at first but which might develop into practical proposals. Sometimes, agreements may involve commitments as small as the parties agreeing to say good morning to one another each day. Others may be more global, such as the promise to speak with each other privately and calmly about a conflict soon after it arises so it does not fester. Yet another may be to treat each other professionally and with respect. If the conflict has to do with a subordinate not meeting deadlines, he and his supervisor might agree on a reasonable time-table that meets the needs of both or the supervisor might agree to clarify her needs or instructions to her subordinate. Resolution is only limited by the cooperation and creativity of the parties.