Conflict and mediation
Our expertise is in supporting teams to understand how difficult team dynamics are often less about personality clashes and more often stem from complexities arising from the way in which work is organised.
Our approach
Our approach to facilitation and mediation is focused on both resolving the conflict, while seeking a greater understanding as to how an issue might have evolved, in order to establish different ways of communicating and working together in the future. Our approach gets to the heart of the issue, and the underlying factors that may have contributed, while taking into account the wider pressure in the system that may have contributed to the past breakdown in communication. Participants always report finding this attention to the context as being an extremely helpful part of the process.
Our consultancy sessions are designed to carefully explore the presenting and underlying issues facing a team, rather focusing on individuals. Staff wellbeing is affected by how teams work together and how they are structured. Our systemic lens is always working with the whole context of the work in mind and the relationship between the structure and experience of staff. This approach supports a compassionate approach by not locating blame into individuals.
Impact
This compassionate, systemic approach supports teams to build a more effective team dynamics and address underlying systemic factors. As a result of our interventions teams often report the following impact:
- Improved communication and collaboration
- Increased psychological safety, staff feeling safer to express concerns, share ideas, and engage in constructive dialogue
- Reduced workplace stress and conflict, by addressing both immediate tensions and the underlying systemic factors
- Sustainable cultural change, by embedding learning into everyday team practices
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