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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.
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From my perspective the whole process has gone very smoothly, from my initial call with Alison through to Sarah your office manager completing our new supplier paperwork and of course John for being proactive in contacting me. Both [redacted] and [redacted] have also asked me to pass on their thanks to you, [redacted] also mentioned he was very impressed with the service that has been provided.
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I have recently become an accredited [email protected] coach and so have added this tool and skill set to the accredited conflict coaching models that I have… Read more »
As an active member of the CMC Workplace and Employment workgroup, I was delighted to be asked to be involved in a series of events that… Read more »
It is not uncommon for conflict to arise between different teams. This can have considerable impact on both individuals and performance. A number of approaches can be used in this sort of scenario, including neutral assessment, team facilitation and group mediation.
Agreement could not be reached to enter into mediation in this situation and therefore coaching was an alternative support provided to one of the parties. The relationship between a majority shareholder and a shareholder/director was causing conflict. The relationship would be ok at times but disagreements would flare up from time to time and this was beginning to impact on the business.