Team Facilitation

Our facilitators can help your teams to get back on track and working to their full potential.

Teams that function well are productive, creative, resilient, committed to their organisation’s goals, and able to maintain the well-being and effectiveness of their members.

All teams can lay claim to this list of achievements some of the time, some teams can tick these boxes all of the time, but it would be stretching a point to say that all teams do these things all of the time!

Indications that teams are not working well can include a higher than usual turnover of staff, increased levels of sickness or stress-related issues, poor decisions or too many mistakes being made, or a reduced throughput of work. The consequences for the organisation include wasted time, lower productivity, and ultimately lost profits.

All of these signs might point the way to the need for team facilitation.

Put simply, team facilitation is about helping a group of people to communicate more openly, to start pulling in the same direction, and to maximise and value all team members’ contributions.

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What situations can Team Facilitation be used for?

  • General dysfunction

    A lot of teams can get into bad habits around how they communicate, share ideas, delegate, co-operate, and come to decisions.

  • Lack of decision-making

    Time may be short, too many topics might be competing for time, some team members may be more dominant, or certain issues may be avoided.

  • Sense of direction is lost

    Teams may have lost sight of their objectives, and may need to get back on the same page and pulling in the same direction.

How does Team Facilitation work?


  • Scoping

    Firstly, we speak to the organisation to check that we have the same idea about the purpose of the facilitation. This involves a voice or video conversation with the person who is referring the team for facilitation. We want to help you to be clear about your goals for the facilitation, to consider ‘What’s possible?’, and to agree how we will approach the agreed task.

  • Meeting the team

    Secondly, we like to meet the team in order to discuss their objectives for the facilitation. Quite often, this might mean meeting the team members individually, so that they can say things to the facilitator that might be difficult to say in front of their colleagues. Sometimes it is more appropriate to have a preliminary meeting with the whole team, or even a representative sub-group.

  • The group session

    Thirdly, we will convene a group session to pursue the agreed work. This might be for either half a day or a whole day, or occasionally it is agreed that we should hold two sessions a few weeks apart. Depending on group size, composition, and the nature of the agreed objectives, we might use two facilitators.

  • Follow-up

    And lastly, we like to follow up our work, getting in touch with the group at a point about four weeks following the facilitation meeting(s), and discussing the change in how the group is functioning. We take a careful look at how well the objectives for the facilitation have been delivered and whether the work has identified any ongoing needs (for example, training, coaching, or different forms of support). We can then signpost the organisation or team members towards additional forms of support.

“UK Mediation has provided mediation services and training as part of the Council’s approach to resolving workplace conflict. This has been very successful and I would recommend them to other organisations wanting to do the same.”Karen Childs, HR Service Manager
Bassetlaw District Council
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