Research, practice and teaching over the years, together with a multidisciplinary team of mediators and specialists, made it possible to identify and offer dialogue processes of different natures and aimed at different purposes, enabling the customization of services and practice. the design of dialogue processes for specific situations.

Assisted negotiation process in which an impartial third party – with technical competence and elected by the parties – helps in the identification of common interests, aiming at the construction of agreements based on consensus and mutual benefit. The possible reestablishment or improvement of the business relationship between those involved makes Mediation the mechanism of choice for disagreements that occur in relationships whose preservation over time is important: personal, commercial, partnership, kinship, work, contract, neighborhood between others.

More informal than Mediation, Dialogue Facilitation dispenses with its ritual and uses principles, tools and procedures. During the validity period or when faced with the possibility of disagreements in contexts involving multiple parties, Dialogue Facilitation enables the identification of common, complementary and divergent interests, aiming at deconstructing impasses for understanding, productive dialogue or the consensual construction of solutions. It can intermediate segments of a negotiation or optimize meetings that include the negotiation of differences and aim productivity or decision making.

Consensus Building is a participatory and inclusive method of consensus building (convergence and articulation of ideas, interests, values ​​or purposes) based on dialogue, focused on issues involving multiple parties and, consequently, multiple interests. The preferred scenario for Consensus Building is that of public policies – issues that need to be articulated in the proposal of norms, projects, agreements or actions aimed at mutual benefit and satisfaction, as well as the preservation of differences between those involved.

In addition to the Ombudsman and HR previously existing in organizations/companies, an SMC offers internal collaborators other dialogue channels – such as Mediation – in order to expand dispute resolution resources. through training in company, based on a program that emphasizes communication and negotiation skills, in addition to training dialogue facilitators, a Conflict Management System provides communication fluidity and reduces interactive impasses that interfere with coexistence and productivity.

In the presence of disagreements and the concomitant need to reach consensus, a specialized consultant can help the complaining party to identify the interests of all those involved in a negotiation, conflicting or not, and to build alternatives that offer mutual satisfaction and meet the interests of all – “win-win” solutions.

Diagnostic process that aims at the systemic and multidisciplinary analysis of disagreement, impasse or conflict and aims to map its different components, with the purpose of suggesting the method or strategy of prevention and resolution that best fits the situation. The evaluative interviews precede the interventional and didactic actions of MEDIARE, aiming to customize its content and form to the demand and the target audience.