I believe mediation is at an inflection point. We know so much more now about how human beings actually function under stress, how trauma affects our capacity for dialogue, and how nervous systems regulate and dysregulate.

We can ignore this knowledge and keep practicing the way we were trained. Or we can integrate it and deepen our practice.

Trauma-informed mediation isn’t about abandoning facilitative principles. It’s about honoring them more fully. It’s recognizing that party self-determination requires parties that can access self-determination , which means nervous systems regulated enough to think clearly, communicate effectively, and make good decisions.

It’s understanding that neutrality doesn’t mean treating all emotional states as equivalent. It means ensuring both parties can meaningfully participate.

It’s creating safety not as politeness but as essential infrastructure for resolution.

Contrary to popular belief, conflict is not always a red flag. In fact, healthy conflict is essential for teams and relationships to grow. It is through conflict that trust is developed and strengthened, ideas are refined, and a culture of inclusion is not just talked about but observed. In mission-driven organizations such as hospitals, universities, and nonprofits, collaboration is often held up as the ultimate ideal. As a result, many people in such industries champion teamwork, preach harmony, and reward cohesion, but to what price? If we value harmony over friction or view conflict as a sign of failure, we risk creating environments where people’s voices are silenced, ideas withheld, and innovation stifled.