The teaming agreement probably should be briefly reported to all the team. Doing so would set an example of how to deal with conflict, and also it would carry the weight of a public pledge of cooperation. Conflict should not be viewed as wholly negative and to be avoided. Rather, it shows that those involved care, care enough to feel strongly about what good working relationships should be. People can not be devoid of emotion.
People have feelings.
People continuously carry on internal conversations about what is right and what is wrong, what is effective and what is dysfunctional, what is quality and what is defective. These internal conversations, as time permits and when appropriate, should be surfaced. Doing so will help prevent after meeting mumbling and bad mouthing each other. One of the most helpful practices of successful teams is to set aside time for meta-communication. Or in other words, conducting a skull session review of how well the team is functioning as a team.