All too often an organization provides counselors with mediation training, then asks them to mediate cases in which they are assigned as counselors. The differences between the function and responsibility of a counselor and a mediator are such that a real tension can be created when a counselor does not know what role they are expected to play in a particular situation. Consequently the counselor may, in mediation, revert to counseling practices that are inappropriate in a mediation environment, causing more damage to the process. Another problem facing internal neutrals is the unspoken pressure that may be applied to them to act on behalf of a particular party's interest. This is especially prevalent in small agencies where employees tend to know, or know of, everyone else.
Some employees expect a neutral to favor a personal friend.
Others assume a neutral will favor management over any employee. Inadequate training and mentoring . Unfortunately, organizations often do not have the expertise to know what they are looking for in a neutral, and as a result many unqualified persons get trained who lack the skills to be an effective mediator. This is a recipe for disaster. The training of competent mediators only begins in the classroom.