You may be trying to resolve conflicts by talking to team members, for example. A few employees are instructed to make the meetings run better and to organize pleasant team outings. All meant to turn the tide. However, if they fail to openly discuss the irritations as a team, they will flourish under the table. If the conflicts get in the way of team effectiveness or the health of team members, it is recommended to hire an independent team coach.
In addition to team coaching to neutralize conflicts, a team coach can also make a “healthy” team more effective and successful. In that case, a team coach will look at the effectiveness of the team, the development phase and, if necessary, carry out interventions to help the team further develop.
In practice, we see many managers who are too result-oriented in their approach and focus on the responsibilities of the team members and the final results. If the results are disappointing, it can be very frustrating for a manager to find that there is no significant improvement despite his efforts. In fact, too much pressure exacerbates the underlying problems. As paradoxical as it may sound, good results don’t come until enough work has been done on the soft, emotional human values.