Whether we will see a significant increase in mediations in the new year will depend in part on the rate at which states sign up to the Singapore Convention.

Changing abrasive behavior is possible but it takes backbone and focused effort.

Decision making is a process. Taking a decision is an act. In mediation, parties’ right of self-determination is to be respected.

Consider how mediators ourselves contribute to conflict by an unwillingness or incapacity to examine our own biases.  Starting with ourselves is the first step to cultural competence. 

The Singapore Convention, will facilitate international trade and commerce by enabling disputing parties to easily enforce and invoke settlement agreements across borders.

Managing conflict is important to create a healthy work environment not only to retain your employees but also to make them more productive and gain a competitive edge in the market.

With Singapore making a name for itself as a centre for dispute resolution, even an old hand like Britain has said it can “learn a lot from the approach Singapore has taken in recent decades” on the subject.

Just like other aspects of the Mediation process, the best mediators will be those who are able, through self-reflection, curiosity and gentle stewardship, to guide others in conflict to the right process for them.

For the Singapore Convention to succeed, parties must be willing to engage in cross-border mediation. Mediation may be just the tool to deliver the successful outcome we all know is possible.

In mediation, the parties who acknowledge, understand and actively work to address their biases consistently have the best results.