Before the introduction of the Bachelor – Master’s structure in the Dutch education system, I was in the third year of my (now Bachelor’s Degree) Human Resources. A couple of students got the chance to take place in a 2-year program at the University to graduate with a (now) Master’s Degree. This program offered the possibility to follow Sociology, and as we were in Human Resources, the track we chose was Labour, Organisation, and Policy.
Looking back, I realize my journey toward mediation began long before I even knew the term. My fascination with human behavior and the unspoken rules guiding our interactions pulled me toward Sociology. In University, I discovered a web of complex dynamics behind every group, workplace, and community. Understanding those dynamics became my drive—and it’s a drive that still guides me in my work today.
The Sociology of Human Behavior: Why We Do What We Do
Sociology taught me that no interaction happens in a vacuum. Our actions and reactions are deeply influenced by the environments we find ourselves in, our roles, and the culture we’re part of. This insight is invaluable in mediation, where understanding these undercurrents helps me support individuals in finding common ground.
The Transition to HR: Applying Sociology in Real-World Settings
Starting in HR, I quickly saw the importance of applying Sociology to real-world settings. I dealt with conflicts, team dynamics, and organizational change, and my role often required a deep understanding of people’s motivations and concerns.During a mediation between two business partners who needed to equally divide their parts of the business prior to separating, I kept on asking about their motivations, drives and interests. In the end, this helped a lot in finding a way to separate in a relative smooth way. In a way, my job became an unofficial mediation role, helping people see each other’s perspectives and creating paths toward collaboration.
From Understanding to Action: Why Mediation Was the Next Step
The shift from HR to mediation felt natural because both involve working with people in different situations and timings, and finding ways to bring clarity, connection, and solutions. With my background, I am trained not only to see the issue on the surface but to identify the deeper social dynamics at play. I understand why things happen, and can therefore oversee the context around the conflict, rather than focussing on the topic of the conflict. This understanding helps to manage the process towards mutual understanding and interests, patiently and empathetic. Mediation is about communication, and effective communication begins with understanding.
Conclusion: Bringing It All Together
My journey from Sociology to HR to mediation and mentoring has given me a unique perspective on human relationships and communication. Mediation, for me, is more than resolving conflicts—it’s about deeply understanding and making the other feel heard by active listening.During a mediation with a case of long term absence due to a conflict with a manager, spending the time on understanding the interests and a forward looking view, was highly successful towards finding a solution and for the employee to feel empowered to take the next step. The same happened when mentoring a mid career professional, ready to take the next step, however, her employer did not give her that promotion she wanted so bad. Together, we unraveled her drivers, her alternatives and brainstormed the next steps to take. By asking many thought provoking questions, and linking this back to her core purpose, she had the tools to take this next step and she is ready to shine in her new role.
Intrigued by our unique approach to mediation or mentoring? Contact Listen Consulting today to schedule a free consultation.
0 Comments