Your therapist and coach trained in systemic therapy with a masters in psychology - Registered Counsellor: Independent Practice / Private Practice

Work conflict resolution

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The most common problems in teams

In the dynamic landscape of the workplace, conflicts are an inevitable part of team dynamics, especially when a business is going through a tough time or employees experience pressure. Identifying the root causes and implementing effective conflict resolution strategies are crucial for maintaining a healthy work environment. Work conflicts often arise from poor communication, misunderstandings, individual working habits, or interpersonal problems among employees. Addressing only the surface-level symptoms or behaviors is insufficient; understanding the root cause is essential for effective resolution. One significant challenge lies in the time and energy invested in endless conversations about complaints or problems without truly grasping basic expectations or underlying needs. I offer mediation sessions on a company level for multiple employees, as well as individual counseling focusing on work conflict resolution. This will help you to understand the conflicts you are experiencing, identify the role you are playing and what others are contributing, develop empathy for one another and find a resolution for the current challenges.

What challenges do teams have to overcome?

The demands on teams today are enormous:

Teams are under pressure to work as efficiently as possible – Teams need to find ways to continually improve how they work together.
The tasks and challenges in the working world are very complex – teams must ensure detailed planning and coordination with all members.
Teams are subject to many changes – Teams must regularly welcome and integrate new employees.

A manager is expected to lead increasingly complex processes, master a variety of challenges and at the same time respond to different personalities and strengthen team development and the professional growth of individual members.

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What are the most common problems teams face?

Poor communication, misunderstandings about objectives, poor work attitude of individual members or interpersonal issues are often cited as the most common problems of teams. For me, the biggest challenge is the time and energy that teams invest in endless conversations about specific complaints or problems – without ever understanding the fundamental expectations or underlying needs, let alone being able to address them.

What can sustainably strengthen teams and keep them together?

I have dealt a lot with the challenges and difficulties in teams – and have learned to focus on the resources and opportunities. I gained experience in team leadership as the founder and chairwoman of an association.

Over the years, I have learned that the following processes are particularly important for strengthening teams in the long term:

Strengthen communication and create rituals for regular and concrete exchange without investing unnecessary time.
Involve members in decision-making, idea generation and planning and define clear goals.
Raise ambitions, strengthen the sense of ownership of all members and celebrate moments of success.
Hand over responsibilities and create growth opportunities for members.

And I consider the following interventions to be particularly important in preventing ongoing conflict, listlessness, sabotage or team disintegration:

recognise complaints and conflicts as signs of deeper needs – and address them.
Address dissatisfaction and find solutions before frustration can arise and members withdraw.
Define clear boundaries and enter into unpleasant conversations – instead of tolerating the inadequate attitude of individual members.
Understand and appreciate different types and behavior – and adapt interventions to meet members’ individual preferences.

What makes a team?

Teams are groups in organizational context.
A team has a specific goal or is working on a specific task.
Team members are interdependent and work closely together.
The team develops its own ways and forms of cooperation.
Every team has its own dynamic or team spirit

How can individual members pose a challenge to a team?

Individual personalities also influence teamwork. First, team members project their own expectations and attitudes onto others. Second, personal challenges or crises can limit people's teamwork and performance. Third, a lack of motivation or attitude from one member can hold back the whole team. In these cases, it is important to analyse the role of each member in a team and what specific interventions are needed for each member to resolve problems.

I'll help you strengthen your team

Systemic Consulting: I offer consulting sessions for team leaders and executives who are stuck in the moment and need support to find a new, better way for their team.
- Together we will better understand the problems in your team.
- We take a closer look at the role each member plays in your team and what interventions are needed to fix problems.
- We analyse deeper needs and discuss how you can respond to them.
- We discuss how the team can overcome frustration and find motivation again.
- We identify growth opportunities and create opportunities for all members.
- We plan change processes and discuss which support and guidance is particularly important for your members in this phase.
Mediation: I offer mediation for teams and together we will work through conflicts. Finding solutions to concrete problems and strengthening a sense of belonging.
Workshops and training: I plan my offer in relation to the concrete challenges of your team. I have developed specific training courses on the following topics.
- recognise conflicts as symptoms of deeper needs.
- See complaints as a compass that can point out new paths.
- Strengthen empathy and communication in the everyday life of a team.

FREQUENTLY ASKED QUESTIONS (FAQ)

Where could there be difficulties in teams?

The demands on teams today are enormous::

People with very different personalities, opinions and backgrounds work together in teams – the individual characters form teams in a positive way and also influence them in a negative way.
Teams are under pressure to work as efficiently as possible – and when working together there can be perceived injustices, disagreements, misunderstandings or arguments.
The tasks and challenges in the working world are very complex and detailed planning and coordination with all members is extremely important – but problems or challenges often arise when communicating.
Teams are subject to many changes and must regularly welcome and integrate new employees – this creates challenges and turbulence that can strain the team.
Managers have to lead increasingly complex processes and master a variety of challenges – and conflicts often arise when members question decisions, do not experience appreciation or do not stand behind the team leadership.

What can I contribute to the team?

Each member can bring very different skills, knowledge and experience to a team. A team lives from different personalities who can challenge and support each other. A diverse composition is important, otherwise there is a risk that everyone will have the same skills and opinions and will no longer be innovative or curious.

What distinguishes a good team?

A team is successful when all members can contribute with their individual strengths and weaknesses. A team has a positive impact on its members when they feel they are taken seriously and are able to grow at the same time. A team can strengthen its members when everyone feels they belong and feel safe – it is important that mistakes are allowed to be made and dealt with constructively.

How to improve collaboration within a team?

Strengthen communication and create rituals for a regular and concrete exchange without investing too much time unnecessarily.
Involve members in decision-making, idea generation and planning, and define clear goals.
Raising ambitions, empowering all members and celebrating moments of success.
Delegating responsibilities and creating growth opportunities for members.
recognise complaints and conflicts as a sign of deeper needs – and respond to them.
Address dissatisfaction and find solutions before frustration can arise and members withdraw.
Set clear boundaries and engage in uncomfortable conversations – rather than tolerating poor attitudes from individual members.
Understand and value different types and behaviours – and tailor interventions to meet members’ individual preferences.

What is team development?

Team development describes the process of a team from the first contact to a clear division of roles and work in order to achieve a specific goal or task. Teams have to find a way how they want to interact and communicate and develop specific and practiced processes and rituals.

Bruce Tuckman has described team development in five phases. From getting to know each other, to initial conflicts or confrontations, to increasing cooperation, clear role allocation and a feeling of togetherness and growth as a team. Team development measures are valuable to accompany these processes. They describe targeted further training, coaching, specific exercises and psychological methods

How can a coach help a team?

As part of orientation or change, a coach can help the team develop a vision, guide the goal finding, and ensure that all participants can identify with the goals.

In difficult phases where the team experiences problems, a coach can offer mediation to deal with conflicts together, find solutions to specific problems and strengthen a sense of belonging.

A coach can also work with team leadership to better understand and address the problems and needs of team members.

In a growth phase, a team coach can make the best use of the potentials and abilities of all members and achieve maximum performance.

What team-building measures are there?

Exercises are important to understand the history and goals of the team and to strengthen communication.
Psychological methods help to strengthen the self-reflection and teamwork ability of members.
Games and entertaining activities help to strengthen the interest and affiliation of team members.