Dispute Resolution

Velconsult International uses the mediation framework provided by the Institute of Mediators Arbitrators Australia (IAMA). 

The IAMA framework takes conscious control of each component and concentrates in particular on the relationships between the people within the dispute resolution process as well as the process itself. In this way, the content can be more effectively addressed by the parties; it becomes easier for them to clarify all aspects of the dispute and develop resolutions that are mutually beneficial.

The IAMA Facilitative Mediation processes can:

  • Clearly identify issues in dispute and address underlying problems
  • Develop solutions that are mutually beneficial and address all interests
  • Protect the negotiators’ right to self?determination
  • Be confidential
  • Protect procedural fairness
  • Decrease the possibility of recurrence
  • Ensure all people/organisations able to influence the outcome have input to the resolution
  • Place responsibility on the negotiators for determining the terms of resolution
  • Minimise costs
  • Increase satisfaction and enhance professional and personal relationships

 A Win/Win for Both using a Co operative approach:

This is known as ‘interest based’, or ‘co operative’ or ‘principled’ negotiation in which ‘win/win’ solutions are sought. In this approach, the negotiators seek to identify all the interests underlying all of their initial demands. They all actively seek solutions that meet all the interests as much as possible – each person aims for minimal compromise of any negotiator’s interests using this approach. All negotiators try to ‘create value’ and expand the amount of available resources. They create value usually by considering the immediate dispute in its broader context. “We both/all get our needs met as much as possible.” There is no need to get on the See/Saw at all.

This negotiating style is fundamental to the application of the consensual dispute resolution processes and is the basis of IAMA’s model of mediation.

© Grant Osfield 2016