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8/2/2019 5. Introduction to Mediation
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Introduction to Mediation
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Introduction of mediation in international
environmentPreparation of the exercice 10mn redingsPreparation by team 15 mnSimulation 45 mnBreakDebrieffingvideos:
Gender in the mediationFilm clip: Lakhdar Brahimi a mediator in
international conflict "crash" wedding
Agenda of the day
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History of Mediation
Tradition of dispute
resolution in almost allcultures of the world.
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Why mediation is preferable to trial?
What about your feeling as parties in thismidation?
Debriefing : Mediation and trialin international business
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WHY MEDIATION?
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Beyond hope, Freddy Tsimba
Rp. Dmoc. Congo 2007
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Three dimension of MediationThe problem
What is the probleme?
The people
Who are involved on the mediation?
The process How the mediation is managed?
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24/04/12 Titre de la prsentation
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Interests and positions ofthe parties
Positions
Position BPosition A
Intrets
Needs
Needs, valuesand shared positions
Fears and
shared needs
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Neutrality and coercion inMediation
Third Party Arbitration
Third Party Mediation
Party BParty A
Coercive Mediation
Imposition of the solution
Muscular Mediation
Neutral mediation
Conciliation problem solving
Good office
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DEFINING THE CONCEPT OF
MEDIATION"Any action taken by a player who is not directly
involved in the crisis, is designated to reduce orstop the obstacles and facilitate the negotiationand conclusion of the crisis itself. Oran R. Young,The Intermediaries : Third Parties in InternationalCrisis, Princeton (N. J.), Princeton University Press,1967, p. 34.
"The role of intermediary [...] Supported by a thirdparty whose main purpose is the result of acompromise between the parties on issues ofconcern or at least to stop the conflict behaviors ".
Christopher R. Mitchell, The Structure ofInternational on lict Basin stocke Macmillan
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The intervention of a neutral, impartial and benevolentparty to facilitate the resumption or continuation ofdialogue between parties, so they succeed by themselvesin exploring their conflicts, identifying underlying needs ofeach party, imagining all the possible solutions,evaluating them and finally choosing those upon whichthey freely and mutually agree.Alain Lempereur, Jacques Salzer et Aurlien Colson,Mthode de mdiation, Paris : Dunod, 2008, pp. 3.
Healing Mediation : a last resort; the choice between theperpetuation of the conflict or the use of a higher
authority to help resolve the conflict Preventive Mediation: discuss the difficulties betweenpartners before it turns into conflict
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Seven principles for a successfulmediation1. Independence versus the perceivedreality
2. Neutrality versus equity3. Principle of impartiality versuspersonal interests4. Principle of confidentiality versus the
exceptional circumstances5. Principle of respect of rights versuscreativity6. Principle of Fairness versus the free
will of the parties
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SIX STEPS FOR
CONDUCTING AMEDIATION
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2. Identify the problem
3. Needs 4. Explore Solutions
6. Conclude
5. Make Commitments
1. Introductions
SIX STEPS IN A MEDIATION
Lempereur, Salzer & Colson, Mthode de mdiation...
FIRST STEP T k Ti f
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FIRST STEP: Take Time forINTRODUCTIONSMake introductions (parties and mediator)
Explain the purpose and limitations of mediationExplain views on the role of the mediatorEstablish basic principles of dialogue and
introduce the problem(s) to be mediated.Obtain the agreement of the parties on the
principles of mediation and the problem(s) to bemediated.
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1 Objectives and limitations?
Explain that mediation is: facilitating negotiations between the parties (see
concept of the role of mediator) explanation of the different stages of mediation
explanation of the role of individual interviews("caucuses")
voluntary, not imposed decisionsOptionalExplain what mediation is not:not a place of argument
not a trialno arbitrationOptional: explain what will happen if mediation fails
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Explain role of mediator Intervention on three types of problems:
Process Relationships between the parties Substance, the underlying problem & issues
Two types of intervention: Advisory (more aggressive) Facilitating the birth of solutions (midwifery) A mixture of the two
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3 Principles of Dialogue
Principle of no-interruptions The parties must each speak in turn (and therefore do
not interrupt one another) Only the mediator is authorized to interrupt a party
and will do so only if clarification is needed
Principle of mutual respect between partiesThe parties shall at all times show respect for oneanother
The application of this principle is much more difficultto determine objectively
The mediator must be careful and avoid projecting hisinterpretation of respect.
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Principles of Confidentiality
Two principles concerning the use of what is
said or decided during mediation: Everything stated during mediation must be kept
confidential (not be repeated outside themediation session)
Guarantees that the information exchanged is safeand is not used against you in another place.
Principle of confidentiality will be enforced Decisions in mediation should be fully
implemented, as a contract.
Respect of decisions gives meaning to mediation.
i i l
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Agreement on PrinciplesMediation Agreement on three points:
1) Principle of dialogue;2) Principle of confidentiality;
3) Review the principles and check onelast time that the parties expresstheir commitment to engage inmediation.
These three points are called thecompromise of mediation:
Framework in which the mediation takesplace.
Mediator can refer to this compromise atany time during the mediation.
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SECOND STAGE: IDENTIFICATIONOF THE PROBLEMEach party clarifies the facts. (choose one person
to start)Use active listening.The second party summarizes what the first
party said, always using active listening.
Mediator checks with the first party to make surethe understanding of the second party is correct.
After both parties have stated the facts, allow
each party to respond to statements made bythe other.
Identify the issues, major problems
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STEP THREE: DETERMINE
Positions, Interests, NeedsEach party explains what is most important to
him/her (hierarchy of needs)
Ask each party to summarize their understandingof the interests or needs expressed by the otherparty.
Focus the parties' attention on the needs
expressed and not on their interests or positions.
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FOURTH STAGE: EXPLOREOPTIONSGet parties to engage in brainstormingExplain the purpose of brainstorming: think
of all possible ways to meet the identifiedneeds
Explain the method of brainstorming: participation of both parties acceptance of the wildest ideas no criticism or assessment of ideas, no ownership of
ideas, or decisions made
Parties agree on the purpose and method of
brainstorming.
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FOURTH STEP: EXPLORINGOPTIONS (2)
Urge the parties to research solutions, includingcrazy ideas
Whenever necessary remind the parties of theprinciples of brainstorming.
LIST THE PROPOSED OPTIONS
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FIFTH STEP: Evaluating
and Agreeing on OptionsObjectives of this step:
- Amongst the options identified throughbrainstorming the parties evaluate eachoption and determine those which areacceptable to both.
- IF none of these options are acceptable toboth, the parties can resort to finding otherideas outside the table (outside of themediation)
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SIXTH STEP: CONCLUDE theMEDIATIONAsk the parties to assess the various options.
Use the criteria for evaluation. If there is deadlock on certain difficult points,
come back to them later. If necessary, discuss alternative options and
have parties evaluate them.
List the options which the parties appear toagree upon.
Ensure that there is indeed a COMMITMENTnot only today,but tomorrow and in the future.
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Summarize any commitments made, in
writing if necessaryIf no global agreement has been
reached, try to get one eventually:
review alternatives Possibility of meeting again Work through the points blocking the
agreement
In all cases, congratulate the parties fortheir ability to work together in reachingan agreement.
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Lessons learned from
Negotiations andMediations
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A VIRTUOUS CIRCLE OFMEDIATION AND
NEGOTIATION1. PREPARING
2. NEGOTIATING
3. ANALYSING
4. CONFIRMING/INNOVATING
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Four steps on problemssolving
I. Problems
II. Diagnostic
of the origin
III. General Approach
Possible solutions
IV. Specific Actions(Commitments)
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SOME RELATED CONCEPTSIN THE FIELD OF
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CONCILIATION
Conciliation is a procedure used by peoplein conflict, seeking to reach an amicablesettlement. It is a free procedure which
will avoid lengthy procedures ...Conciliation is method of alternativedispute resolution. It involves theintervention of a third party, who, after
hearing the parties and discussing theirviews, propose a solution to resolve theirdisputes. Conciliation differs frommediation, which is an accompaniment,
and the judgment is binding. The partiesare of course free to acce t or refuse. The
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ARBITRATION
It is a simple procedure that can resolve a
dispute without going through the courts, byentrusting the dispute to one or more individualsselected by the parties.
In international relations, arbitration has for its
object the settlement of disputes between Statesby judges of their choice and on the basis ofrespect for law. "Section 37 of the HagueConvention of October 18, 1907 Settlementpeaceful resolution of international conflicts.
Arbitration is the conflict resolution method mostaccepted and widely used among sovereignstates. States failing to recognize any rule otherthan that they have established or accepted.
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CONSULTATION
Consultation is a process of dialogue whosepurpose is to arrive at proposals accepted by allparties involved, and to provide guidance. The aimof the consultation is to seek agreement amongstparticipants for subsequent decision making, notonly to exchange information or arguments. Thisdistinguishes dialogue from a debate.
The aim of the consultation is to adapt decisions tothe needs of the actors and to adjust them to the
interests of everyone, even if the decision remainsin the hands of the stakeholders.
Consultation is different from negotiation in that itdoes not necessarily lead to a decision, but it aims
to prepare for negotiation. Concerted action is for
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Concertation is different from consulting
in that it does not amount to a requestfor an opinion. The consultation involvesthe confrontation between the parties,the exchange of arguments, clarifyingthe points of view of each.
Dialogue is different from mediation inthat it does not require a third party to
facilitate the search for agreementbetween the parties. The exchanges aredriven by one of the parties or, in somecases, a facilitator linked to one of them.
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Good office or facilitation
The "good offices" work for the facilitator:
provide support, fluidity and encouragecontact between conflicting parties.No interference in the content of the
negotiations.
Freely chosen by the parties to the conflict,it helps to:Meet on neutral ground;Initiate a dialogue to find solutions to the
conflict;Negotiate;Sign an agreement.
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Films
Cuba, une odysse africaine,Jian El Tahri 2007,
2X90, The Peacekeepers, Paul Cowan, 2005, 83 min 07 s,13 Production.
Saint-Germain ou la ngociation, 2003 GrardCorbiau,
Les mediateurs du pacifique, Charles Belmont, 1h55mn. Le temps du Dbat et l'Age de la ngociation
dEric Blanchot, IO production, Citizen Tlvision2006, Dure 2X55 minutes
The Fog of War, Errol Morris, 2003 (Oscar dumeilleur documentaire en 2004
12 Angry Men, Sidney Lumet, 1957 Endgame, Peter Travis, 2010
Rising Sun, Philip Kaufman 1993. The Great Debaters, Denzel Washin ton 2007
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Books
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Bibliography
AHAMED Sad Abass (2009) Facilitation internationale etngociation politique en Rpublique Dmocratique duCongo (RDC) : un tat de belligrance sans fin? inMlanges en lhonneur de Christophe Dupont paratre enseptembre.
DARBON Dominique, Autopsie du miracle sud-africain : lecas de la Truth and Reconciliation commission sud-africaine, Revue franaise de science politique, 48 (6), dcembre1998, p. 707-724.
FAGET Jacques (2008) LES MTAMORPHOSES DU TRAVAILDE PAIX tat des travaux sur la mdiation dans les conflitspolitiques violents Vol. 58 2008/2
QUANTIN Patrick (2005) Jacques Faget (dir) Omar Bongo,mdiateur des conflits africains - - 276 pages
LECOUTRE Delphine (2005) La mdiation de l'OUA dansle conflit entre l'thiopie et l'rythre (1998-2000)
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LABANA LASAY ABAR Jean Berchmanh (2006),
Ngociation politique et processus de paix en RDC , dansMANTUBA-NGOMA et al, La Rpublique Dmocratique duCongo : Une dmocratie au bout du fusil, FondationKonrad Adenauer, Kinshasa. p. 91.
M'BOKOLO-Elikia (2009) Mdiations africaines : Omar
Bongo et les dfis diplomatiques d'un continentlArchipel PEKAR LEMPEREUR Alain (2007), BENSIMON et PEKARLEMPEREUR (dir). La mdiation postconflit dans Lamdiation mode demploi, Paris, A2C mdias.
ZARTMAN William (2004), Transfrer le conflit d'un
niveau militaire a un niveau politique Expriences dengociations et de mdiations internationales ,Ngociations, n 2.