“We have a difficult team” describes an organisation’s frustration with a situation but knowing what kind of intervention will help requires getting to grips with the underlying problem....
Recent reports such as the Ockenden Review have once again highlighted the devastating consequences that can occur when concerns within teams are not recognised or addressed early enough. While every organisation and every situation is different, these reports raise an important...
Before teams can collaborate well, challenge decisions, learn from mistakes or improve performance, psychological safety and trust between colleagues have to be in place... teams perform better when people feel safe to speak up, ask for help and admit uncertainty...
A curt interruption in a meeting. An eye-roll when someone speaks. Leaving a colleague out of a decision they should be part of. These behaviours might seem harmless in isolation. But together, they corrode trust. Micro-behaviours are subtle actions that communicate disrespect or exclusion....
Most people try to handle conflict by staying calm, rational, and solution-focused. It’s a reasonable instinct after all, staying composed should help, right?But in team dynamics, especially when tensions are high, this approach can actually escalate things.During a recent team development...