Mediating groups in conflict

Group mediation: team facilitation

Group mediation works for situations involving small groups of three or four, and large-scale team and departmental conflicts.

We have successfully mediated two groups of 30 ‘on each side’ – it took time, it was hard work, but it was successful. And we are frequently asked to mediate between an employee, their manager, and their manager’s manager to resolution.

Depending on the lines of disagreement, group mediation may need a little more time. After hearing from each party separately – for large groups, this is done by phone, email and group contact – we recommend the best way forward. We use other skills including facilitation and change management; but our principle of taking a needs-based approach, which arrives at clear outcomes and rebuilt relationships, remains.

How you are supported

  • You are given written guidance for getting people on board the process
  • We give you explanatory information to send out to those involved.  
  • You get help with all aspects of the logistics and communications
  • We give you a full debrief on the process which retains the confidentiality of those involved.
  • Your parties can also call us at no charge, to talk in confidence about their reservations or concerns.
  • We follow up immediately after the process ends, and 6 months later
  • You and your parties have CMP’s support for 12 months after the end of the process.

Our principles for group mediation or team facilitation

If you have a team in conflict or a team that needs rebuilding you are probably seeing and being told about negative emotions like anger, resentment, fear, upset. Sickness levels may be high, and performance low. Is this ‘personality clashes’ that need mediating, or is this a group out of alignment?  The less alignment there is between the ladder in the diagram, the greater the stress on the people in the team.

Our unique group process identifies where and why this group is not working; brings the group members on board a change process; and rebuilds the team through applying a four stage process. We use the principles of Appreciative Enquiry and other skills, to ensure this is a positive experience that builds engagement.

  1. What’s going on – having contact with each person involved to hear their story. Managing their expectations and bringing them on board
  2. What’s got to change – usually a whole-group meeting where the group is supported to look together at the tough issues and feelings. Using the ladder, they look at where the gaps are, what makes them feel positive, what isn’t working.
  3. What we going to do – SMART agreements for actions for change.
  4. Who needs to help us – a debrief or buy-in session with managers, HR or other stakeholders in order to support the change at higher level steps on the ladder.

 Email us or phone 0844 504 8874 to discuss your requirements in confidence