Media As Mediator

Media representative define, shape, and often exacerbate conflict by

the stories they choose to cover, by those they omit, by the sources
they use, by the "facts" they include, by the way they use language,
by their own biases, or "newsframes." Journalists are potentially
dangerous mediators because they usually do not recognize or do
not accept responsibility for the power they wield. Newsframes in
South Africa, in the context of apartheid and heavy media
restrictions, have reflected countless perspectives and distortions on
all sides. In today's "pre- post-apartheid" era, although official media
restrictions have been dropped, news remains heavily opaque and
partisan. Principles of sound mediation are basically principles of
sound journalism. One principle is to be concerned about the
process of handling or covering conflict. If violence is an outcome,
the media should learn more about the process or continuum of
conflict that leads to such violence. So much reporting is made out
of context with a myopic focus on outcome. Another mediation
principle is to move the contending parties beyond their positions.
Media can do this by helping to identify and communicate people's
basic interests and needs; otherwise, they become an instrument of
propaganda. The media should also be concerned about language is
an instrument for helping resolve or aggravate conflict. The media
must be aware of the language typically associated with racist,
sexist, and fascist perspectives and avoid the use of such language.
Language is also misused in what is left unsaid or unnamed. The
media can only be effective mediators if they give equal time to
listening to each side, present each position accurately and without
bias, and focus on the aspects of each parties' positions that hold
room for peaceful compromise.

What is Mediation?
Mediation involves the intervention of a third person, or mediator, into a dispute to
assist the parties in negotiating jointly acceptable resolution of issues in conflict.
The mediator meets with the parties at a neutral location where the parties can
discuss the dispute and explore a variety of solutions.

Each party is encouraged to be open and candid about his/her point of view. The
mediator, as a neutral third party, can view the dispute objectively and assist the
parties in considering alternatives and options that they might not have
considered. The mediator is neutral in that he or she does not stand to personally
benefit from the terms of the settlement, and is impartial in that he or she does
not have a preconceived bias about how the conflict should be resolved.
The mediation session is private and confidential. Matters unique to the
mediation discussion have been held by Federal courts to be privileged and
inadmissible in any adversarial administrative or court proceeding with the
exception of certain issues such as fraud, waste and abuse, or criminal activity. If
a settlement was not resolved during a mediation session, and the dispute was
litigated in any administrative or judicial proceeding, neither the mediator nor
his/her notes can be subpoenaed by either party.

What are Typical

Organizational
Experiences with
Mediation?
Mediation keeps the solutions with the people who best know the
problem and allows the disputants to resolve the problem themselves,
rather than having other offices or a judge decide it for them.

Early Use of Mediation Enhanced the Potential for Resolving the Dispute

As time drags on without a resolution, people tend to "dig in their heels" and fight
for their position rather than work to achieve mutual agreement. Accordingly,
most advise that mediation should be attempted as soon after the dispute arises
as practicable. The following comments were typical of expressing the
relationship between the timing of mediation attempts and the success of the
mediation in resolving the dispute:

 "The parties should mediate as soon as possible. Do not wait to see if a

formal complaint will be filed."
 "Both parties agree face-to-face discussion is very effective and it should
have happened in the beginning."
 "Should have attempted mediation sooner --both sides became more
determined to win with each passing day."
 "This case had progressed too far before it came to mediation (in time and
substance). The parties had become so polarized in their positions and
distrust had grown to the extent that mediation was not a viable method."

ADR Procedures Help Overcome Disputes Arising from Poor

Communication

Often, one or both of the parties need a flexible process and skillful neutral to
bring out what's bothering him/her. Other times, people just need to take time out
of their busy schedules to sit down and talk with one another away from the
distractions and stresses of the workplace. As the following comments indicate,
poor communication skills are often the root of many disputes:

 "Mediation opened lines of communication between employee and

supervisor."

 "Most conflict was the result of miscommunication or lack of

communication."
 "Both parties felt process enabled them to discuss concerns and both
would consider this route again."
 "Issue could have been resolved outside of the EEO process."

 "Good case for mediation. Supervisor explained selection criteria which

was all the non-selectee needed."

Not All Cases Result in Successful Settlements

Even the strongest advocates for mediation acknowledge that mediation will not
be able to resolve all disputes:

 "Mediation does not work if the dialogue with management is not there."
 "Settlement reached but didn't get to the heart of the problem -- personality
conflict. They're back in EEO."
 "Parties did not come to the table with a "good faith" effort to negotiate.
Urge that parties be briefed on the nature of negotiations and the need to
be willing to adjust positions."
 "Not all individuals are willing to resolve an issue even though the
opportunity is given to them. Sometimes people are not rational in their
perspective."

What are the goals of

mediation?
Even if disputants do not resolve the dispute, mediation frequently will
"bring out" the real issues and enhance communications between the
parties, fostering an improved working relationship.

The goals of mediation are for the disputing parties to:

1. share feelings and reduce hostilities,

2. clear up misunderstandings,
3. determine underlying interests and concerns,
4. find areas of agreement, and
5. incorporate those areas into solutions devised by the parties themselves.
The advantage of mediation over more traditional complaint procedures is that it
provides an environment for creative problem-solving between the parties.
Through the skilled assistance of the mediator, disputants are encouraged to
listen, keep confidences, be empathetic, suspend preconceived judgements,
respect each other's values, and focus on resolving the underlying conflict.

1. All

2. Journalism

You’re interested in
Journalism and want
to help resolve
conflicts. How can
you become a
mediator?
Powered by AI and the LinkedIn community

1
What is mediation?

2
Why is journalism relevant?

3
How to become a mediator?

4
How to improve your skills?

5
How to find work?

6
How to make a difference?
7
Here’s what else to consider

Key takeaways from this article

 Complete mediation training:

To pivot from journalism to mediation, enroll in a recognized training

program. These courses teach you essential conflict resolution skills
that complement your journalistic background.

 Embrace active listening:

Active listening is key in mediation. By fully engaging and

understanding each party's perspective, you're better equipped to
facilitate meaningful dialogue and find common ground.

This summary is powered by AI and these experts

Renee Sophia Coulter

Credentialed Tax Professional

View contribution
 

Sarah Zabel

Mediator | Arbitrator | Special…

View contribution

1What is mediation?
Mediation is a voluntary and confidential process of conflict
resolution that involves the assistance of a trained
mediator. The mediator does not impose a solution or
judge the parties, but rather helps them explore their
interests, needs, and options. The mediator also
encourages the parties to listen to each other, empathize,
and collaborate. The goal of mediation is to help the parties
reach a mutually satisfactory agreement that addresses
their concerns and preserves their relationship.


Renee Sophia Coulter

Follow

Credentialed Tax Professional

Two simple words: "Active Listening" Period. Full Stop.

Drop the mic!! Too often, disputes arise as folks are
not listening to one another, or "talking past each
other" - in either case, making it hard to reach a
resolution. Biologically speaking, we have 2 ears and 1
mouth for a reason . . . we should listen, actively, and
2x the amount that we speak to reach a solid
resolution.
…see more
Like

Larry Schiffer
 Follow

Are you looking for a New York lawyer with both boutique and big
law experience? You have come to the right person. Let me help you
with your insurance and reinsurance issues.

In reality, mediation is often not about preserving a

relationship but a mechanism to resolve an existing
dispute between the parties that concludes a past
relationship.
Like

Sarah Zabel

Follow

Mediator | Arbitrator | Special Magistrate | Former Miami-Dade

Circuit Court Judge
 Meditation is an amicable vehicle to resolve a dispute.
The objective is that if there is resolve there is finality.
Everyone avoids the journey through the rabbit hole of
the court system. The process is confidential. This
allows the opportunity for everyone in the mediation
to communicate and be engaged knowing what is said
is private. The mediator as the neutral is responsible
for helping navigate those involved in the dispute to
reach a reasonable resolution. Mediation takes away
the decision-making process from a judge, jury, or
arbitrator and allows those in the dispute to be the
decision-makers. When there is resolve nobody is
whole, but there is closure.
…see more
Like

2Why is journalism relevant?

Journalism and mediation share some common skills and
values, such as curiosity, research, communication, ethics,
and impartiality. As a journalist, you already have
experience in gathering information, asking questions,
listening actively, summarizing key points, and presenting
facts and perspectives. These skills can help you as a
mediator to understand the conflict situation, clarify the
issues, and generate options. Moreover, as a journalist, you
have a sense of social responsibility and a commitment to
truth and justice. These values can help you as a mediator
to respect the parties’ autonomy and dignity, and to
promote constructive dialogue and peaceful outcomes.

How to become a mediator?

There is no single path or standard to become a mediator,
but there are some steps you can take to prepare yourself
for this role. First, you need to have a bachelor’s degree in
a relevant field, such as journalism, communication,
psychology, law, or social work. Second, you need to
complete a mediation training program that covers the
basic principles, skills, and techniques of mediation. You
can find such programs in various institutions, such as
universities, colleges, or mediation centers. Third, you need
to gain practical experience in mediation by observing, co-
mediating, or volunteering in real cases. You can find such
opportunities in various settings, such as courts, schools,
workplaces, or community organizations. Fourth, you need
to obtain a certification or accreditation from a recognized
body, such as the Mediation Association of Canada or the
International Mediation Institute. This will demonstrate your
competence and credibility as a mediator.

How to make a difference?

As a mediator, you have the opportunity to make a positive
difference in the lives of people and the society. You can
help people resolve their conflicts in a respectful,
cooperative, and constructive way, without resorting to
violence, litigation, or coercion. You can also help people
improve their communication, understanding, and
relationship, and empower them to take responsibility for
their own decisions and actions. You can also contribute to
the promotion of a culture of peace, dialogue, and
democracy, and to the prevention of future conflicts and
violence.
What Is journalism

1. All

2. Journalism
What are the most
effective ways to
approach sources for
investigative
journalism?
Powered by AI and the LinkedIn community

1
Identify potential sources

2
Prepare your approach

3
Be respectful and honest

4
Build rapport and trust

5
Verify and document information

6
Maintain contact and follow up

7
Here’s what else to consider

Find expert answers in this collaborative

article
Scroll to see insights when experts add their contributions.

See what others are saying

1Identify potential sources
Before you approach any source, you need to have a clear
idea of what kind of information you are looking for and
who might have it. You can start by doing background
research on your topic, using public records, databases,
media reports, academic studies, social media or other
sources. You can also look for experts, insiders,
whistleblowers, witnesses, victims, activists or other people
who have direct or indirect knowledge of the issue. You can
use various methods to find their names, contacts or
locations, such as online searches, networking, referrals,
public directories or field visits.

Prepare your approach

Once you have identified some potential sources, you need
to prepare your approach carefully. You need to think
about how to introduce yourself, explain your purpose,
establish trust and credibility, and persuade them to talk to
you. You also need to consider the best way to contact
them, whether by phone, email, social media, letter or in
person. You should tailor your approach to each source,
depending on their situation, personality and motivation.
You should also anticipate and address any possible
objections, concerns or questions they may have.

Be respectful and honest

When you approach a source, you should always be
respectful and honest. You should respect their privacy,
time and autonomy, and avoid being intrusive, pushy or
manipulative. You should also be honest about your
identity, affiliation and intentions, and avoid making false
promises, exaggerations or misrepresentations. You should
explain what you are working on, what you hope to
achieve, and how their information will be used. You should
also inform them of their rights and responsibilities as a
source, and the potential risks and benefits of cooperating
with you.

Build rapport and trust

To get a source to open up and share information with you,
you need to build rapport and trust with them. You can do
this by showing interest, empathy and appreciation, and by
listening actively and attentively. You can also use open-
ended questions, probes and follow-ups to encourage them
to elaborate, clarify or confirm their statements. You should
avoid interrupting, judging or arguing with them, and
respect their opinions and perspectives. You should also
show that you are reliable, professional and ethical, and
that you will protect their identity and safety if they
request it.

Verify and document information

As an investigative journalist, you have a responsibility to
verify and document the information you get from your
sources. You should always cross-check the facts, figures
and claims they provide with other sources, such as official
documents, records or reports. You should also look for
inconsistencies, contradictions or gaps in their stories, and
ask for evidence, examples or corroboration. You should
also document the information you get from your sources,
by taking notes, recording, photographing or obtaining
copies of relevant materials. You should also keep track of
your sources' names, contacts and consent forms.

Maintain contact and follow up

After you approach a source, you should maintain contact
and follow up with them. You should thank them for their
cooperation, and keep them updated on the progress and
outcome of your story. You should also ask them if they
have any additional information, questions or feedback,
and if they are willing to talk to you again or refer you to
other sources. You should also be prepared to deal with
any issues, problems or complaints that may arise from
your source, such as requests for changes, retractions or
compensation. You should also respect your source's
wishes and expectations, and honor your commitments
and agreements.