Team Mediation & Team Building

Team Mediation & Team Building Overview:

At Quest4Change we have many years of experience with regard to team mediation and team building. We have worked with schools, working professionals, townships, community groups, families in crisis, and more.

Often professionals that work together with children that have complex needs and behavioral concerns develop compassion fatigue. When that happens it is easy for the team to break down and personal differences become the focus, rather than what the child needs.

This is when we come in to offer our assistance. We specialize in settling the strife within the team. It doesn’t matter how miserable it might look to all the employees because we have the ability to change negative situations into positive ones. Often the team can become polarized so they can’t see other options that a neutral individual can see.

We care about people and want to provide outcomes that return balance and uniformity to the team and place the focus back on the needs of those they are working with.

Service Outcomes:

Re-establish effective communication amongst team members/employees.
Teachings about compassion fatigue and how it impacts teams.
Development of foundational conflict resolution skills.
Provided with resources and taught how to navigate difficult issues within groups.
Help to re-establish trust between individual team members/employees.
Improved self-care skills for individuals who work in professional environments.

Service Requirements:

Complete our intake package with our team. For more details, contact info@quest4change.ca

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Use our contact form below for all inquiries. Depending on what you are looking for we may email you back directly or call if a number is provided.

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Frequently Asked Questions:

First and foremost, mediation is a non-binding process. This indicates that, notwithstanding their agreement to submit a disagreement to mediation, the parties are not required to continue the mediation beyond the initial meeting. In this approach, mediation is always in the parties' full control. Their continued acceptance of the process is necessary for it to continue.

Since mediation is non-binding, the parties cannot be forced to accept a conclusion. Any settlement must be willingly accepted by all parties in order for it to be finalized.

The mediator does not have the authority to render judgment, unlike a judge or an arbitrator. Instead, the mediator's responsibility is to support the parties while they decide on a solution on their own.
The fact that in a mediation the parties retain ownership of and control over the issue and do not delegate decision-making authority to the mediator accounts for all of the differences between mediation and arbitration.

This essentially means in tangible terms:

In an arbitration, the decision is made in line with the applicable legislation, an objective standard. Any decision made on the outcome of a mediation is up to the parties involved and not a legal team, lawyers, and/or a judge.
Mediation is often chosen when everyone feels exasperated about the situations in the work environment and no one has the solutions.

Additionally, the team needs a neutral person to look at all of the aspects of the current situation, the problems, all individuals, and how to meet everyone’s needs.
The vast majority of mediations follow the same main steps:
1. Beginning of the Mediation Agreement: Mediation Request.
2. Initial communications between the mediator and the parties arranging the first meeting and approving any preliminary document exchange.
3. Kickoff meeting to meet and establish the process standards of conduct.
4. Follow-up meetings are had and further collect data, identify problems, and have more discussions.
5. Examine the interests of the parties involved and create settlement options.
6. Evaluating options with all parties.
7. Concluding mediation and reaching a resolution.
Mediation can help in a lot of ways but a few common things are:
1. Brings greater focus to the entire team.
2. A mediator can help solve issues via fact-finding.
3. Can help to stop/prevent workplace cliques and create a more inviting environment.
4. Encourages more openness and sharing.
5. Provides a safe place and gives equal time for everyone to speak.
When your work environment has become toxic, or when employees are taking extra time off, or when employees request not to have to work with another employee on your team when each staff meeting ends in a fight or someone leaves in tears, when team members refuse to talk as a team and when no one is listening to requests of management.