Monkey in the Middle: Mediation and Arbitration 103 Who should be there?Some managers feel more comfortable having a fourth or fifth party attending --another manager or a human resource person, for example. This is probably not a good idea. It's best to stick to the two feuding parties and the mediator, unless there is an extremely compelling reason to involve others. As the number of attendees increases, so does the difficulty in orches- trating the mediation process. Ensure that no interruptions will occur.No phone calls, knocks on the door, or requests to pull one of the involved parties for a job task. Period. Interruptions destroy continuity. OK, the ground has now been prepared. The Process Now we come to the most difficult part of the mediation process, which is facilitating a constructive discussion between the two combatants. Again, I need to advise you that not everyone can be an effective mediator and that it takes a good deal of discipline, emotional control, and interpersonal skills to be good at it. Also, a caution: It's not possible to teach you all the skills of mediation in a single chapter. If you need additional help, contact Dan Dana at on the Internet. While I can't guide you step by step through the process, I can give you enough information to give you a fighting chance and aim you in the right direction. Again, this is based on the suggestions of Dr. Conflict. Working to the Breakthrough Dr. Conflict talks about the need to create a breakthrough , or vitally important attitude shift required