Au lieu de dire: “Il faut collaborer davantage” → clarifie ce que “gagner ensemble” veut dire, en 1 phrase Au lieu de laisser les objectifs individuels décider des priorités → crée 2 ou 3 objectifs collectifs non négociables Au lieu de récompenser uniquement l’exécution individuelle → rends visibles les contributions qui débloquent les autres Au lieu d’attendre que cela dysfonctionne → nomme les tensions tôt, avec calme, en face La collaboration n’est pas une valeur. C’est un

I worked with a team that was “one team” on reality, it was a collection of subteams. What people optimized for their own workload their own objectives their own recognition What the team lost shared priorities fast information flow mutual support when pressure rose What one leader said “This is not working for me, I do not get more payout than I invest.” The moment I heard that, I knew the real topic.It was not collaboration.It was fairness. Reflection: where does helping t

Hier, en atelier, un point est revenu avec force.Une équipe ne “manque pas de communication”, elle manque de sécurité. Voici 6 signaux que les objectifs individuels prennent le dessus sur l’objectif collectif: on partage les problèmes trop tard on protège son périmètre avant de protéger le résultat on aide “si cela se voit”, pas si cela aide vraiment on évite les sujets sensibles, puis on subit les crises on confond performance personnelle et contribution réelle on cherche un

A crisis never starts with a crisis. It starts with a small issue a quiet doubt a weak signal Then a delay. Someone hesitates to speak someone waits “for the right moment” someone decides to handle it alone Then the fire. Reflection, what did your team not tell you this week? --👋 Hello! I’m Eric Fingerhut, Executive & Team Coach.I help teams turn clarity, trust, and honest conversations into high performance. #HighPerformingTeams #Engagement #Leadership #PsychologicalSafety

Yesterday’s workshop on values revealed a pattern I see everywhere: Teams struggle not because they disagree on the work, but because they cannot name what they stand for. Here are the insights that hit hardest: 1. “Values are not posters, they are boundaries.” The moment we clarified what the team will always do and never do,decision making became simpler.Less debate, more alignment. 2. “Without shared values, every change feels personal.” When uncertainty arrives, people

A leader asked me this recently. Here is what I told him: No — it means they do not feel safe yet.People do not repeat questions because they lack intelligence.They repeat questions because they lack certainty. In moments of change, the brain works overtime.We hear information, but we do not absorb it.We understand instructions, but we do not trust them yet. And teams will keep circling back until the direction feels solid. If your team is asking again and again: “What is th