Practical articles and reflections on executive coaching, CIRCYOULAR®, organisational development and mediation.
Complex change processes rarely begin with a sharp picture of the problem. There is a sense that something no longer works, a result that falls short, a structure that pinches, or a collaboration that stalls. But what exactly is going on, and for whom, often proves harder to formulate than expected.
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Anyone who works together will sooner or later run into conflict. And that is not a bad thing at all. Quite the opposite.
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What remains unsaid is often more important than what is actually said. Learn to recognize the signals.
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Psychological safety is more than a buzzword. What does it actually mean in practice?
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Not every team issue calls for mediation, and not every tension is a reason for team development. How do you make the right choice?
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Tension does not have to be negative. It can be a catalyst for better collaboration.
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Sometimes everyone senses that things aren't going well, but no one says it out loud.
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