A MEDIÁCIÓ ÉS A COACHING KAPCSOLÓDÁSI PONTJAI

Szekeres, Diána (2015) A MEDIÁCIÓ ÉS A COACHING KAPCSOLÓDÁSI PONTJAI. In: A komáromi Selye János Egyetem 2015-ös „Innováció és kreativitás az oktatásban és a tudományban“ Nemzetközi Tudományos Konferenciájának tanulmánykötete. Selye János Egyetem, Komárom, pp. 180-198. ISBN 978-80-8122-143-9

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Abstract

Abstract "The essence of mediation is the power to turn the parties toward each other without forcing them to follow rules. It helps to reinterpret their relation in a new and mutually accepted manner, by which their attitude towards one another changes." (RISKIN 1994) The aim of consensus-based decision-making is to formulate an agreement with the parties’ consent in which a neutral third party helps work out the proposals for solution.2 Mediation as a method involves an independent third person in settling the debate but it does so in a way so that the mediator would in no way restrict the independent decisions of the parties. The mediation process is characterised by approximating standpoints, so neither party is pushed to the background or to the foreground during mediation. Advanced emphatic communication, the ability to imagine themselves in their clients’ situations, and using open-ended questions as a method to help negotiations are highly important competences to be held by mediators. The question arises, however, where this type of conflict settlement or resolution is situ-ated, and whether it can be connected to coaching. Can the mediator really act in a totally in-dependent intermediary role, and whether and in which way the mediator is able to encourage the parties to cooperate so that they can reach a mutually beneficial solution that could close, solve and resolve the developed conflict. The word ‘coaching’ originates from the phrase “coach, wagon, swing-cart” and „a coach is an excellent metaphor since coaching is not just a way to reach your destination, but also the best and most elegant way to travel” (O’Connor - Lages, 2007, p. 15) Coaching triggers development and changes by altering or eliminating the ways of thinking and acting. Coaching is a matter of self-exploration that requires the genuine inten- tion to change and effect changes. The relationship between the coach and the client is based on the principle of equality; the method adopted is conversation but the process itself is real-ised not only during but also between these conversations. (Kelló, 2014, pp. 32-33) In my research I am trying to identify the possible connection points and compare the terms of reference of the two processes. Keywords: consensus-based decision-making, independent third person, approximating standpoints, reach the destination, self-exploration, conversation.

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