Mediation & Coaching

ZIA’s mediation and coaching can help:

  • Resolve mediation and conflict among teams and individuals
  • Assess conflict situations and engage professionals in courageous conversations
  • Develop succession planning for physicians, clinical leaders, as well as non-clinical leaders

Read more to understand ZIA’s mediation processes and goals.

Mediation is a process for resolving disputes between two or more parties.

Mediators are trained in working with difficult situations. The mediator acts as a neutral facilitator and guides the parties throughout the process. The mediator helps the parties think “outside of the box” for possible solutions to their dispute, frequently broadening the range of possible solutions.

Typically the mediator assists the parties to negotiate a settlement and facilitates rather than directs the process. Participation is voluntary.

The term “mediation” refers to any instance in which a third party helps others reach agreement. It has a structure, timetable and dynamics that “ordinary” negotiation lacks. The process, itself, is private and confidential, and may be enforced by law.

Mediators use various techniques to open, or improve, dialogue between disputants, aiming to help the parties reach an agreement. Mediators are customarily chosen because of their skill and training. ZIA Healthcare has facilitators that have more than thirty-five years of experience in mediating disputes in health care with positive turn around and response.

Benefits of mediation:

  • Cost—While a mediator may charge a fee comparable to that of an attorney, the mediation process generally takes much less time than moving a case through standard legal channels. While a case in the hands of a lawyer or a court may take months or years to resolve, mediation usually achieves a resolution in a matter of hours. Taking less time means expending less money on hourly fees and costs.
  • Confidentiality—While court hearings are public, mediation remains strictly confidential. No one but the parties to the dispute and the mediator(s) know what happened. Confidentiality in mediation has such importance that in most cases the legal system cannot force a mediator to testify in court as to the content or progress of mediation. Many mediators destroy their notes taken during a mediation once that mediation has finished.
  • Control—Mediation increases the control the parties have over the resolution. In a court case, the parties obtain a resolution, but control resides with the judge or jury. Often, a judge or jury cannot legally provide solutions that emerge in mediation. Thus, mediation is more likely to produce a result that is mutually agreeable for the parties.
  • Compliance—Because the result is attained by the parties working together and is mutually agreeable, compliance with the mediated agreement is usually high. This reduces costs, because the parties do not have to employ an attorney to force compliance with the agreement. A mediated agreement can be fully enforceable in a court of law.
  • Mutuality—the parties in mediation are typically ready to work mutually toward a resolution. In most circumstances the mere fact that parties are willing to mediate means that they are ready to “move” their position. Parties are more amenable to understanding the other party’s side and work on the underlying issues to the dispute. This may have the added benefit of preserving the relationship between the parties once the dispute is mediated.

If you or your organization is involved in an uncivil situation or a work environment causing ongoing conflict, contact us at to set up a confidential, preliminary discussion about your particular situation and how we might provide some solutions.

Individual and Team Coachng

Executive Coaching Defined:

Executive Coaching is a process that is designed to enable the client (coachee) to address their desire for growth with respect to matching their yearning for knowledge with their intrinsic values.

The Importance of “Fit”:

The most important aspect of the process begins with the “fit” between the coachee and the coach. “No one has yet demonstrated conclusively what makes an executive coach qualified or what makes one approach to executive coaching better than another” according to Stratford Sherman and Alyssa Freitas in the Harvard Business Review.[MK1]

What we Bring to the Table:

In our view executive coaching is best viewed as active partnership between the coach and coachee. Our coaches, who have many years of hands-on leadership experience at the executive suite level, bring several attributes to the model we utilize.   They are interested in addressing the client’s agenda, brings none of their own, are creative, adaptive, resourceful, and truthful.

What Our Clients Bring to the Table:

Our client sets the agenda in conjunction with his / her coach; our goal is to meet the needs of the client. Executive coaching is not therapy. During the coaching relationship the goal of the coach is to focus in a concentrated way and support the client, clarify choices, and make changes that are designed to help them become more effective as a manager and leader.

The Coaching Environment:

The environment in which the conversation takes place is critical.  It must be open, respectful, engaging, and most importantly built on built upon trust. Judgment has no place in coaching.  The coach expects truth from the client because the goal is learning, discovery, and gaining new insights.  The coachee expects openness and truth from the coach, which is the primary reason they hire the coach. At the outset they need to construct a relationship that is real and they must view each other as learning partners.

We believe the working relationship will evolve over time in a dynamic manner and it may need to be redefined from time to time through completion.

The environment within which coaching will occur varies. Many coaches work with clients by telephone others prefer to see coachees in person, either at their site, the coaches office or off-site. Our approach is a mix.  Typically our coach speaks with the coachee every two weeks.  Coaches typically contract with clients for a fixed period of time, three months, six months or longer.  Sometimes coaches and clients establish ongoing, open-ended relationships with clients.

Coaches bring their training and experience and may tap into a variety of “tools” in order to meet their clients needs. Finally, we believe executive coaching is most effective when the coach and coachee construct a safe and courageous space for their work and the two are in a conscience conscious alliance[MK2] .

Key Questions:

One of the questions at the outset is what conditions need to be in place for the coaching process to be effective? And what questions need to be answered in order to get the most out of the process? As the coaching goes forward there will be questions like what is working and what is not? What needs to change to be more effective or have more impact?

The Process:

Coaches typically start the coaching process following an interview with the prospective coachee. This meeting is designed for the client to learn about executive coaching and to begin clarifying their work challenges and goals. Frequently, the coach will assign work between coaching sessions that may involve reading and responding to questions posed during the coaching session.

The intent of coaching is to help the client focus on their desires and the outcomes that they would like to achieve in their work and going forward.   The role of the coach is to make sure that the coaching process includes deep learning and action that moves the client forward.  Accountability is an important part of coaching and the coach is obligated to assure it is part of the process

In our work we typically find that our clients come to us when they are beginning to consider the value of their work, choosing to live their life more intentionally and get in touch with the values that propel them on their work-life journey. Some are seeking more clarity about their life purpose and believe coaching can assist them gain a powerful sense of direction. For those interested, we will work with them on the development of a life purpose statement that will both engage them and offer a vision of the next five to ten years with respect to career choices.

At ZIA Healthcare,our clients are both individuals and organizations.  Our do coaching work with individuals as well as teams.  Any individual or team, who is sponsored by organization is kept confidential and never shared unless requested by all the individuals involved in the process.