Most mediators begin their journey solo — managing the process, reading the room, responding to shifting dynamics, and carrying the emotional load of conflict all on their own. But what happens when two mediators share that space?
Co-mediation is a powerful alternative model where two practitioners work together to facilitate a mediation process. It’s more than just having backup. When done well, co-mediation can enhance the quality of mediation itself — offering richer insight, stronger process design, and better containment in difficult or high-stakes disputes.
But it’s not always the right choice. So how do you know when co-mediation adds value, and how can you make it work well?
What is Co-Mediation?
At its core, co-mediation is a collaborative approach to mediation involving two (or sometimes more) mediators working together. The mediators may take turns leading, divide tasks, or work in tandem throughout the process. This model is particularly helpful in:
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High-conflict or emotionally intense disputes
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Multi-party or complex organisational settings
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Cross-cultural or multilingual cases
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Training and mentoring environments
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Contexts with significant power imbalances
Why Co-Mediate? The Benefits
1. A Broader Skill Set
Each mediator brings different strengths — perhaps one is emotionally intuitive, the other excels at managing procedural clarity. Together, they can meet a wider range of party needs.
2. Diversity of Perspective
Having two mediators allows for internal checks and balances. Assumptions get challenged. Biases are less likely to go unnoticed. This is especially valuable in culturally diverse or ideologically divided disputes.
3. Power Balancing
A diverse co-mediation team (across gender, age, culture, or professional experience) can help reduce perceived bias and create safer spaces for all parties.
4. Better Observation and Containment
With two people tracking emotional cues and unspoken dynamics, subtle shifts in tone or energy are less likely to be missed — and safety concerns can be addressed more quickly.
5. Learning and Mentoring
Co-mediation is often used in training contexts. A novice mediator can work alongside a more experienced colleague, learning in real time and receiving feedback.
6. Shared Emotional Load
Mediation can be draining. A co-mediator provides emotional support during breaks and a sounding board during debriefs.
7. Efficiency in Complex Cases
In multi-party disputes, co-mediators can manage simultaneous breakout groups, divide document review, or alternate between joint and private sessions.
8. Professional Accountability
Having another practitioner in the room supports ethical practice and provides an opportunity to reflect on and refine your mediation approach.
When Co-Mediation Becomes Complicated
Despite the benefits, co-mediation isn’t always smooth sailing. Challenges can arise, such as:
1. Differences in Style or Approach
If co-mediators aren’t aligned — or haven’t talked things through — parties may notice inconsistency or tension. And it’s exhausting for the mediators!
2. Role Confusion
Without clear planning, mediators might talk over each other, repeat tasks, or leave gaps in the process.
3. Party Triangulation
When parties sense division between mediators, they might test boundaries or seek to align with one mediator over another.
4. Higher Costs
In private practice, co-mediation can mean higher fees unless you structure your pricing accordingly.
5. Time-Intensive Planning
Co-mediation requires extra time for pre-briefing, session design, and post-mediation reflection — which can be hard to prioritise under pressure.
6. Blurred Accountability
When something goes wrong, who owns the outcome? If feedback loops aren’t strong, growth can be stunted.
When to Consider Co-Mediation
So when is co-mediation likely to add value? It’s useful in all cases (if you have the right co-mediator), but especially useful in:
Disputes with significant power imbalances (e.g., differing communication styles, social identities, or emotional regulation)
Cross-cultural or multilingual mediations, where one mediator may be better placed to relate to or interpret a party’s worldview
Multi-party or large-scale organisational conflict
Training environments, such as community mediation programs or university clinics
High-conflict disputes where emotional containment is critical (e.g., family breakdown, elder care, or workplace bullying cases)
Choosing the Right Co-Mediator
Compatibility matters — not just in personality, but in process. If you have the luxury of choosing your co-mediator, consider:
Complementary strengths: Pair someone emotionally attuned with someone highly structured, for example.
Shared values: You don’t have to have the same style, but you do need alignment on neutrality, confidentiality, and party self-determination.
Mutual trust and respect: You need to feel safe giving and receiving feedback — and backing each other in front of parties.
Communication skills: Can this person be direct, clear, and non-defensive when something goes awry?
Practical logistics: Consider scheduling, location, Zoom platforms, and billing if in private practice.
Making It Work: Best Practices
A successful co-mediation begins long before the session. Here’s what helps:
Pre-Brief Thoroughly
Clarify who will open, manage notes, or handle caucuses.
Agree on session structure and process flow.
Establish private communication cues (e.g., subtle gestures, shared notes).
Anticipate challenges — what if someone gets angry? If a party challenges your neutrality?
Set the Space
If meeting in person, arrange seating so you’re side by side, able to see each other and present as a team.
Present a United Front
From your first words, show the parties you’re aligned — and avoid the appearance that you’ve “split” allegiance between them.
Coordinate Actively
Use good turn-taking, body language, and verbal cues to ensure smooth transitions. Avoid talking over each other or contradicting in the moment.
Debrief Every Time
Ask: What went well? What could we improve? Did we support each other effectively? Normalize feedback — even (especially) between experienced practitioners.
Handle Disagreements Privately
Disagreements will happen. When they do, take a break, caucus, and talk it through respectfully. Parties should never see their mediators in conflict.
Final Thoughts
At its best, co-mediation offers the chance to bring more — more insight, more support, more safety — to the table. But it also demands more of the mediators: clarity, preparation, trust, and humility.
It’s not for every case. And not for every mediator pairing. But when it works, it’s a beautiful model of collaborative leadership — one that reflects, and reinforces, the very skills we ask of the parties we serve.
Thinking of trying it? Start small. Choose someone you trust. Debrief deeply. Learn from the experience — and each other.
Resources for Further Exploration
To co-mediate or not to co-mediate, Keryn Foley, Bond Law Review
Tips on Co-Mediating, YouTube Video
Utilizing Co-Mediation, JAMS Podcast
Want to explore this topic further?
Our next Mediator’s Dilemma is all about Co-Mediation — happening this Thursday! https://conflictmanagementacademy.com/mediators-dilemma-series-2025/