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 » Services » Team MediationTeam Mediation and FacilitationMediation is much more interactive than litigation. It enables the parties to participate to a greater degree in exposing and resolving the issues at stake. They have a sense of ownership of the resolutions they agree which they do not have for court imposed solutions. Lord Irving, Lord Chancellor (2002)
Introduction to our team resolution servicesWe offer resolution and mediation services in team and group conflicts, tensions or disputes. Disruptive, dysfunctional and damaging conflict can occur within or between teams of any size and the impact can lead to
The Seven Stages Of Conflict Escalation In Work Teams © David Liddle 2004 I would be very comfortable to refer parties for Mediation at TCM – I have every confidence that if there is an agreement to be reached that they will do so! Sue Burton, H Weston & Sons (June 2007)
The purpose of team resolution/mediationThe impact of unresolved conflictcan be highly detrimental to individual effectiveness and the overall performance of the team.The main purpose of team mediation or team conferencing is to restore effective, productive and harmonious working relations within the team. During team mediation the mediators will work with everyone involved to explore the underlying issues and team members needs, goals and expectations. The four key stages of team resolution/mediation:
Set in a neutral venue, the team mediation will draw together all members of the team for a full day facilitated team meeting using two highly experienced mediators/facilitators. The aims of the day may include:
We also provide training in team mediation, click here to find out more. FREE Downloads
The following downloads are available as .pdf files. For other formats, please click here to contact us» Internal Mediation Scheme Brochure » Workplace Mediation Brochure » TCM Training Brochure » Case Study |
  Tuckmans Four Stages of Group Development
Stage 1: Forming In the Forming stage, personal relations are characterized by dependence. Group members rely on safe, patterned behaviour and look to the group leader for guidance and direction. Stage 2: Storming The next stage, which Tuckman calls Storming, is characterized by competition and conflict. These reflect conflicts over leadership, structure, power, and authority. There may be wide swings in members’ behaviour based on emerging issues of competition and hostilities. In order to progress to the next stage, group members must move from a "testing and proving" mentality to a problem-solving mentality. The most important trait in helping groups to move on to the next stage seems to be the ability to listen. Stage 3: Norming In Tuckman’s Norming stage, interpersonal relations are characterized by cohesion. It is during this stage of development (assuming the group gets this far) that people begin to experience a sense of group belonging and a feeling of relief as a result of resolving interpersonal conflicts. Stage 4: Performing In this stage, people can work independently, in subgroups, or as a total unit with equal facility. Their roles and authorities dynamically adjust to the changing needs of the group and individuals. Stage four is marked by interdependence in personal relations and problem solving in the realm of task functions. Adapted from: Tuckman, B. (1965) Developmental Sequence in Small Groups. Psychological Bulletin, 63, 384-399. Tuckman, B. & Jensen, M. (1977) Stages of Small Group Development. Group and Organizational Studies, 2, 419-427.  |
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