‘Profiling As Part Of Mediation… It's Genius!'
That’s what a client said to me during a discovery meeting yesterday, when I explained that our mediation service includes the option of either a DISC profile or a neurodiversity screening for each participant as part of the process.
This is not new for us. It’s always been part of how we do things.
But that one sentence made me go quiet, as I suddenly realised that if a client with years of HR experience had never come across this before, how many other people have no idea it’s even an option?
So, it's time for me to shout about this a lot more!
Why we can actually offer this
We can only offer this because of the wide range of specialist services we already provide.
We’re an HR and employment specialist. We’re also a neurodiversity specialist service. We deliver DISC profiling, we deliver Do-IT neurodiversity screening, and we deliver mediation.
This is a lot of specialist services under one roof, which means we can combine them in a way that most may not be able to do.
Spotting how those pieces fit together is very much an ADHD trait of mine, seeing the connections between things that aren’t obviously linked, and then being nosy enough to go and do something about it. Being creative and innovative is one of my ADHD strengths, and it’s something we’ve won several awards for.
Traditional mediation works well, and always will. But what we’re able to add alongside it is an additional layer of insight, simply because we happen to have all the right specialisms within our team.
How it actually works
Every participant going through mediation with us has the choice of either a DISC profile or a Do-IT neurodiversity screening. It’s entirely their choice which one, if either, they’d like to use. The results stay completely confidential to them, unless they choose to share them with their workplace or other parties.
The benefits of this
There's a lot more to this than most people realise:
A deeper understanding of the root cause - Conflict often looks like a clash of personalities on the surface, but the real cause can be something hidden or much deeper, like a communication style, a sensory need, a way of processing information or something else that’s never been explored or understood.
Reflection - Profiling gives people the insight to understand themselves and reflect, often for the first time, rather than just reacting to the situation in front of them.
A strengths-based approach - Rather than focusing purely on what’s happened (the challenges), the profiling enables us to understand both the strengths and the challenges of every individual, enabling a balanced, insightful and considered approach.
Positive, lasting change - The goal isn’t just to resolve the immediate conflict and how to move forward; it’s to give individuals something that changes how they will work going forward and an opportunity to thrive on things they never thought possible.
Cultural impact - When one person’s mediation process shifts how a team understands and works with each other, the impact goes far beyond the individual matter that was mediated.
Inclusive - Every individual is different, and a one-size-fits-all process may not work for everyone. This enables us to meet people where they actually are.
A growth mindset - For the individual, and often for the people around them too, once they understand themselves better, they tend to grow and thrive from conflict, rather than simply moving past it.
Validation without judgement and a safe space - Being understood, properly, in a space with someone with lived experience can create a safe space without judgement. This is powerful.
Deeper self-understanding - People come away understanding their own communication preferences and needs in a way they often never have before.
Ongoing belief, beyond the mediation itself - For some people, this becomes a starting point, a tool that supports them long after mediation has ended, and for some, a route into further understanding, assessment or diagnosis, if that’s something they want to explore.
Wider workplace adjustments and support in life - The insight gained doesn’t just support the mediation process; it can inform reasonable adjustments and ongoing support in the workplace and home (the insights are confidential unless an individual chooses to share their insights with the workplace, friends or family)
A specialised offering for neurodivergent individuals - For anyone who believes they may be neurodivergent or have a diagnosis, this gives a mediation experience built around how they actually think and communicate.
Increased success rate - All of this combined creates a higher potential in the success rate and a stronger lasting outcome.
Why is this now more important than ever?
With Acas’ proposed changes on the horizon, this will place even more weight on informal resolution and mediation before formal processes begin. Having a mediation service built around genuine understanding, not just conflict resolution, has never been more relevant or important to meet not only potential new legal compliance but also to raise the bar on success rates, understanding and meeting needs.
Curious to know more?
If you’d like to know more about how profiling works alongside our mediation service, or you’re considering mediation for your own workplace, reach out and let's have a conversation at hello@inspired-hr.co.uk or give us a call on 0191 205 8020.