Most people think of this step as the guts of a mediation, and may not even realize that the other steps exist.
Mediators are trained to "surface the conflict". Some think of this as "getting to the bottom" of the dispute, uncovering the "real" dispute, or getting to the "heart" of the matter. The mediator's role, in the DRS model, is to encourage the open expression of the underlying fears, belief systems and feelings that surround and control the conflict.
Once the parties can acknowledge the feelings and fears underlying the conflict, the mediator can help to separate those feelings and fears from the issues at hand. The parties can then be empowered to work together towards a resolution that recognizes and encompasses both of their needs, feelings and personal sense of fairness, while reflecting the mutuality of the conflict, the resolution, and the mediation process. Touchy, feely, and one can almost hum a few bars of Kumbaya. Of course, we could all just pretend that feelings and fears don't exist, or, if they do exist, they don't really affect anything we say or do. Mediation provides a safe structure, and the excuse we need, to acknowledge and address feelings and fears.
Once the conflict is surfaced, the mediator encourages and fosters constructive communications. Mediation training is essentially communications skill training geared towards conflict resolution.
DRS has modeled its method of negotiation around four basic principles:
- Separating content issues from process issues.
- Focusing on the interdependence of the parties. The mediator looks for shared interests that may underline the positions the parties have taken.
- Empowering the parties to invent multiple options. Negotiations are the perfect time for creative thinking. The mediator must expand the view and broaden the picture of the disputants.
- Refining and testing the proposed options.
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