Frequently Asked Questions

Mediation is a confidential, voluntary process where a neutral third party helps people communicate, understand each other's perspectives, and work toward a mutually acceptable agreement. The mediator does not make any decisions; you stay in control of your own outcome.

No. As a Florida Supreme Court Certified Mediator, I am a neutral facilitator, not a legal representative. I do not give out legal advice or advocate for either side. Parties may choose to consult or bring an attorney if they want legal guidance. 

Mediation isn’t measured in wins or losses. Because the parties—not the mediator—control the outcome, “success rates” don’t reflect the quality or effectiveness of the process.

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If someone is focused on a mediator’s success rate, they’re approaching mediation with a win‑lose mindset, which usually means we’re not a good fit. Mediation works when participants come in ready to communicate, explore options, and make informed decisions—not when they’re looking for guarantees.

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The real value of mediation is clarity, understanding, and a structured path forward, regardless of the final agreement.

A preliminary meeting; a brief, confidential conversation held before the mediation session. Its purpose is to help the mediator understand each party’s perspective, concerns, and goals so the mediation can begin on steady ground.

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This meeting helps reduce anxiety, builds trust, and ensures that when mediation begins, everyone is prepared for a productive and respectful conversation

A typical session includes:

• Opening statements

• Identification of the issues at hand

• Guided Discussion

• Private caucus (If needed)

• Agreement building

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This is a structured process yet flexible, designed to help people communicate clearly and productively. 

A caucus is a private, confidential meeting between the mediator and one party during the mediation process. It is used to help the mediator understand concerns more deeply, explore options, and support productive movement toward resolution.

During a caucus, the mediator may:

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• Listen privately — You can speak openly about your concerns, goals, or hesitations without the other party present.

• Clarify issues — The mediator may ask questions to better understand your perspective and what you need to move forward.

• Explore options — You can discuss possible solutions or proposals before sharing them in the joint session.

• Regulate emotions — Caucus can provide a moment to regroup, breathe, and regain clarity if the conversation becomes difficult.

• Receive guidance on communication — The mediator may help you frame your thoughts in a way that supports constructive dialogue.

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Everything shared in caucus remains confidential unless you give the mediator permission to bring specific information back to the joint session. Caucus is a normal part of mediation and is used only when it supports progress and fairness.

Effective mediation isn’t about gathering evidence or building a case — it’s about showing up ready to communicate. The best preparation is mindset, not materials.

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Before your session, take a moment to think about:

• What matters most to you

• What you need to move forward

• Where you’re willing to be flexible

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You don’t need to rehearse arguments or try to “win.” Mediation works when participants come in open to conversation, willing to listen, and ready to explore options. If you arrive focused on clarity rather than combat, you’re already prepared.

If the parties reach an agreement and sign it, the document becomes binding. The mediator does not impose decisions — the parties create the terms themselves.

Mediation offers a lower cost than litigation. Faster resolution. It guarantees confidentiality and has less stress and conflict than the adversarial process of litigation. You have more control over the outcome and it helps to preserve relationships which is especially important in workplaces, familes and ongoing partnerships. 

It reduces turnover, improves communication, resolves conflict quickly, and protects team morale.

I specialize in:

• Workplace conflict (employee–supervisor, team issues, communication breakdowns)

• Organizational and leadership disputes

• Family and interpersonal matters

• County court cases

• Military/DoD‑related workplace issues

• Small business and partnership disputes

Most sessions last 1–3 hours. Workplace or organizational cases may require multiple sessions depending on complexity.

You still gain:

• Clarity about the issues

• A better understanding of each other’s perspectives

• Improved communication

• A roadmap for next steps

You may continue mediation later or pursue other options.

Yes. Sessions are available via Zoom, Microsoft Teams, or secure online platforms. Virtual mediation is ideal for remote teams, hybrid workplaces, and busy schedules.

Conflict coaching is a one‑on‑one process that helps individuals understand their conflict style, develop new skills, and navigate difficult situations more effectively.

The CDP is a research‑based assessment that identifies how individuals respond to conflict — both constructively and destructively. It is widely used in leadership development, HR, and organizational training.

Yes. Mediation and conflict coaching are powerful tools for HR professionals and leaders who want to resolve issues early, protect morale, and maintain a healthy workplace culture.

Fees vary depending on the type of case (workplace, family, organizational, county). Flat‑rate and hourly options are available. Contact me for a customized quote.

Yes! virtual mediation and conflict coaching are available nationwide.