The Resolution Orientation Framework™
The Resolution Orientation Framework™
The Resolution Orientation Framework™ is for you if you want to assist a breakdown of communication or a misalignment between two individuals, an individual and an organisation, within a team or between two or more teams.
Mediation may be appropriate if:
✔ Communication has broken down
Conversations keep going in circles, become emotionally charged, or are being avoided altogether.
✔ The conflict is escalating or starting to impact others
Productivity, decision-making, trust, or wellbeing are being affected.
✔ Relationships matter
The people involved need to continue working together, co-leading, or interacting professionally.
✔ Formal processes feel too adversarial or premature
You want to explore resolution before investigations, grievances, or legal action.
✔ There is disagreement about how to move forward
Different perspectives exist about what happened, what was intended, or what is needed now.
✔ An apology, explanation, or boundary clarification may be needed
Resolution may involve acknowledgement or changed expectations in order to move forward
✔ Confidentiality is important
You want a private process rather than a public or formal dispute pathway.
This framework will be appropriate even if:
Emotions are high
Trust is low
There are power imbalances (when managed carefully)
Parties don’t agree on what the problem is
One or both parties are unsure what outcome they want
This framework does not require people to be “ready to agree” — only willing to engage in a structured conversation.
This framework may not be the right first step if:
✖ There are serious safety concerns
Including threats, harassment, or risk of harm.
✖ One party is unwilling to participate at all
Mediation is voluntary and relies on participation in good faith.
✖ The matter requires a formal finding or determination
For example, where policy breaches must be formally investigated.
✖ There is a significant legal or regulatory requirement
That mandates a specific process.
In these situations, mediation may still be appropriate later, once initial steps have been taken.
This process can:
Create a safe, structured space for difficult conversations
Help people understand each other’s perspectives and impact
Clarify issues, boundaries, and expectations
Support parties to reach their own outcomes
Help people find a way forward even without full agreement
Create workable ways forward and a sustainable resolution orientation to support future working relationships
This process cannot:
Force agreement or compromise
Decide who is right or wrong
Replace formal investigations where these are required
Guarantee a specific outcome
Not Sure? A Brief Intake Can Help
If you’re unsure whether mediation is appropriate, a short conversation (no committment) can help assess:
Suitability
Readiness
Risks and constraints
The most appropriate process
Frequently Asked Questions About Whether Mediation Is Appropriate
What is workplace mediation?
Workplace mediation is a confidential and voluntary process where an independent mediator helps people at work resolve conflict through structured discussion. The focus is on practical outcomes and restoring professional working relationships.
Is workplace mediation confidential in Australia?
Yes. Workplace mediation is generally confidential. Information discussed during mediation is not shared outside the process, except in limited circumstances required by law or where safety concerns arise.
When should an organisation use workplace mediation?
Organisations often use workplace mediation when conflict is ongoing, communication has broken down, or issues are beginning to affect performance or wellbeing. Early mediation can prevent escalation into formal complaints or claims.When is mediation not appropriate?
Mediation may not be appropriate where there are unmanaged safety risks, severe power imbalances that cannot be addressed, or matters requiring formal investigation or legal determination. Suitability should always be assessed before proceeding.
Can mediation be used for serious workplace conflict?
Mediation can be effective even in serious or long standing conflict, provided the process is carefully managed. An experienced mediator will assess whether mediation is suitable and recommend alternatives if it is not.
What if one person is unsure about mediation?
It is common for parties to feel hesitant. A preliminary conversation with a mediator can help explain the process, address concerns, and determine whether mediation is appropriate before any commitment is made.
When Conflict Resolution Is Especially Effective
Conflict resolution is particularly valuable when:
Parties are stuck in cycles of blame, avoidance, or escalation
Communication has become emotionally charged or unproductive
The cost of ongoing conflict outweighs the cost of addressing it
Formal processes feel too rigid, legalistic, or damaging
There is a desire to move forward, even if agreement isn’t simple
Mediation is a structured, confidential process that helps people address conflict, clarify issues, and find a way forward.
It is not about forcing compromise, assigning blame, or deciding who is right or wrong. Outcomes may include agreement, clearer boundaries, changed expectations, or a decision to move forward differently.