Workplace friendships can provide support, ease pressure and create a sense of belonging. But relationships at work can also have a less positive side, creating challenges that can affect individuals and teams....
Not every struggling team needs a culture overhaul. Some simply lack clear goals, roles and processes, while others require a deeper diagnostic. Matching the intervention to the underlying problem leads to more effective and lasting change....
When a team is struggling, the explanation often becomes personal. Sometimes individual behaviour is central to the problem. There are employees whose conduct is inappropriate, harmful or incompatible with expected professional standards. Leaders should not avoid individual accountability by...
When workplace cliques emerge, leaders often try to break them up. But direct intervention can drive the behaviour underground, making the clique less visible, and harder to address...
When a team is struggling, a common response is to organise a team building day. But when trust is low, relationships are strained or people feel psychologically unsafe, a traditional team-building day may not be the best approach....
When poor behaviour or conflict emerges in a team, leaders often feel pressure to respond quickly. But it’s important to understand what’s driving the situation and sometimes that needs specialist help....
“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...