Mandatory Mediation -Time for a New Approach?
The need for investing in early and informal conflict resolution has never been greater. I have said many times before that employers should adopt a strategic… Read more »
In this example, both teams were being led by one line manager. The teams were not working well together, there was silo working and various relationship difficulties. A short questionnaire was sent out to the members of each team; this was based on the Lencioni model; Five Behaviours of a Cohesive Team to identify what behaviours maybe particularly problematical. In addition team members were given the opportunity to speak confidentially to the mediator so that there was an understanding of the issues and concerns of each individual and exploration of what needed to change.
Coaching support was provided to the team leader to explore solutions and the leaders role in modelling behaviours and positively managing conflict. Support was also provided in preparation for a facilitated session with the teams which focused on building trust and constructive conflict. The team members were able to have an open and honest discussion, agree what behaviours needed to change and accept accountability as a team to embed the necessary changes.