The style that IS ASSERTIVE, but IS NOT COOPERATIVE. The complete opposite to Accommodating. An individual pursues their own concerns at the other's expense. Power-oriented mode in which you use whatever power seems appropriate to win your position.

The first stage of the mediation process. The goal is to work with your co-mediator to explain mediation to the disputants by going over 6 items listed.

To be on opposite sides, a struggle, disagreement, differences, etc. between two or more individuals.

A process that is designed to help two or more individuals in conflict arrive at a peaceful understanding and outcome. It is run by peers of the individuals involved. It provides a peaceful environment in which all parties can be heard. It is voluntary.

A neutral person, someone not involved in the dispute, who helps the individuals within the dispute come to their own decisions about how they want to resolve a conflict. Someone from the same general age and environment as the individuals involved in the dispute.

The style that IS NOT ASSERTIVE, but IS COOPERATIVE. The complete opposite to Competing. The individual neglects their own concerns to satisfy the concerns of the other person; there is an element of self-sacrifice in this mode.

The final stage of the mediation process. The goal is to produce a document the outlines the plan for the individuals going forward.

One of the three elements of conflict resolution. This verbal element is required in order to approach and solve conflict effectively.

Basic principle of the Peer Mediation process. Requires that the mediators treat the disputants EQUALLY & FAIRLY. They don't take sides.

One of the four jobs of a peer mediator. If done appropriately, this job should start right off the bat and continue throughout the mediation process. It makes the individuals feel safe enough to be in this process and to open up to the mediators honestly.

The style that IS NOT ASSERTIVE, and IS NOT COOPERATIVE. The complete opposite to Collaborating. The individual neither pursues their own concerns nor those of the other person; thus they do not deal with the conflict.

The stage of the mediation process that comes immediately after the First Joint Session. The goal is to work with your co-mediator to create a plan of how you want to handle or approach the mediation. This is a brief time to vent, create questions, decide who you will see first, etc.

One of the three elements of conflict resolution. This element focuses on working together towards a common goal/outcome in order to approach and solve conflict effectively.

Basic principle of the Peer Mediation process. Requires that the mediators respect the disputant's right to DECIDE/DETERMINE FOR THEMSELVES how to settle their disputes.

One of the four jobs of a peer mediator. This job technically begins in the First Joint Session, but really isn't able to fully take off until the Private Sessions. If done appropriately, this job should give the mediators the information needed to assist and guide the disputants to the most effective solution.

The style that IS ASSERTIVE, and IS COOPERATIVE. The complete opposite to Avoiding. Involves an attempt to work with others to find some solution that fully satisfies their concerns. It means digging into an issue to pinpoint the underlying needs and wants of the two individuals.

These stages of the mediation process happen once at the beginning and once at the end. The goals are to build trust, maintain control, prepare your parties for the next steps, etc.

One of the three elements of conflict resolution. This mental skill is an element that focuses on analyzing situations and brainstorming various possible solutions/outcomes in order to approach and solve conflict effectively. Hint: This is also one of the four jobs of a peer mediator.

Basic principle of the Peer Mediation process. Requires that mediators NEVER TALK ABOUT WHAT HAPPENED OR WHAT WAS SAID IN MEDIATION EXCEPT TO THOSE IN THE ROOM. One of the key elements required for a successful mediation and also one that can destroy a mediation if ignored/broken.

One of the four jobs of a peer mediator. This job could take place during more stages, but usually takes place in the Private Sessions. If done appropriately, this job should give the disputants a better understanding of where each other are coming from so they can see each others perspectives more clearly.

The style that IS MODERATELY ASSERTIVE, and IS MODERATELY COOPERATIVE. This style falls in the middle of the five styles. The objective is to find some expedient, mutually acceptable solution that partially satisfies both parties.

These stages of the mediation process happen at least once after the mediator's break and there can be numerous amount of them. The goals are to build/maintain trust, allow parties to vent, ask questions to get more details, prepare your parties for what's to come, collect details for the agreement, etc.

Conflict resolution style approach that our version of mediation most similarly aligns with.

Basic principle of the Peer Mediation process. Requires that the mediators know that the disputants are NOT FORCED TO COME to mediation and, when they get there, they should NOT BE FORCED TO SIGN an agreement they are unhappy with.

One of the four jobs of a peer mediator. This job can take place during all the stages of mediation and is typically happening at all times in the back of the mediator's mind to some degree. If done appropriately, this job will allow for a smooth mediation process and the best shot at achieving a successful agreement between the parties in the most efficient and effective way. Hint: This is also one of the three components of conflict resolution.