Research, the practice of 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 designing dialogue processes for specific situations.

Assisted negotiation process in which an impartial third party - with technical competence and elected by the parties - assists 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 in relationships whose preservation over time is important: personal, commercial, partnership, kinship, work, contract, neighborhood between others.

More informal than Mediation, Dialog Facilitation dispenses with its ritual and uses principles, tools and procedures. In the presence or in the face of the possibility of disagreements in contexts involving multiple parties, the Facilitation of Dialogues makes it possible to identify common, complementary and divergent interests, aiming at deconstructing impasses for understanding, productive dialogue or building consensual solutions. It can mediate segments of a negotiation or optimize meetings that include negotiating differences and aim at 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 of Consensus Building is that of public policies - issues that need to be articulated in proposing norms, projects, agreements or actions that aim 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 employees other channels of dialogue - such as Mediation - in order to expand the resources for resolving disputes. Through training in company, based on a program that privileges communication and negotiation skills, in addition to training dialog facilitators, a Conflict Management System provides fluent communication and reduces interactive deadlocks that interfere with coexistence and productivity.

In the event of disagreements and the concomitant need to reach consensus, a specialized consultant can assist the complaining party in identifying the interests of all those involved in a negotiation, whether or not they are in conflict, and in building alternatives that offer mutual satisfaction and meet the interests of all win-win solutions.

Diagnostic process intended for systemic and multidisciplinary analysis of disagreement, deadlock or conflict and aims at mapping 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.