In many teams, conflict is viewed as threatening and destructive — something to be avoided, managed, or silenced. After all, “good” teams get along, right?
Not quite.
In truth, the absence of conflict often signals something far more dangerous than disagreement: conformity.
When a team goes out of its way to avoid tension, it’s often a sign that honesty, innovation, and accountability are quietly being sacrificed. People nod in agreement, but they don’t truly buy in. Decisions are made, but the best ideas stay hidden. Progress appears smooth on the surface, but under the waterline, frustration and disengagement start to build.
What do the best teams do differently?
They engage in healthy conflict — robust, respectful conversations where diverse views are welcomed, hard truths are spoken, and assumptions are challenged. Not for the sake of drama, but for the sake of growth. These teams have the psychological safety to speak up and the relational maturity to stay united while disagreeing.
This requires emotional intelligence across the board. Each team member must be self-aware enough to manage their emotions, curious enough to understand others' — and willing to allow their own perspective to evolve in light of new insight.
Healthy conflict is never personal — it’s about addressing the issue, not attacking the person. As Patrick Lencioni emphasises in The Five Dysfunctions of a Team, fear of conflict is one of the key barriers to team performance, and overcoming it is essential to build real trust and commitment.
A 2017 study published in the Journal of Organizational Behavior found that teams able to engage in task conflict — where differing ideas are debated respectfully — often outperform those that avoid it. The key distinction? They separate the issue from the individual, recognising that it’s not about ego or being right — it’s about the greater good and identifying the best solutions for the collective and the system.
They understand that cohesion doesn’t mean uniformity — it means alignment, forged through tension, not in spite of it. And they know that consensus isn’t always necessary for high performance. What matters is that every voice is heard and genuinely acknowledged, even when the final decision doesn’t reflect everyone’s individual view. This distinction between inclusion and consensus is critical — and often misunderstood.
👀 If you’re part of a team that rarely disagrees or struggles to decide, it’s worth asking:
Constant agreement isn’t always a virtue. Sometimes it’s a sign that important perspectives are being withheld.
💭 Want to help your team navigate conflict in a way that builds unity and performance?
I offer a team coaching process and solutions that help teams engage honestly, build trust, and execute in alignment and improve performance.
📩 DM me for an obligation-free chat.
🔁 Or share this post with a colleague who needs to hear it.
Let’s normalise the conversations teams have been conditioned to avoid.
In rowing, success isn’t just about stamina or strength - it’s about clarity, respect, and
alignment. No role is greater or lesser; without each person contributing effectively, the boat doesn’t move forward. Synchronisation and mutual respect ensure energy isn’t wasted, and momentum is maintained.
The same applies to business teams. Without clear roles and alignment, execution suffers. But alignment isn’t just about coordination - it’s also about being connected to a shared purpose.
Every Seat in the Boat Matters
A high-performing rowing crew has distinct roles, each essential to success. Without one, the boat doesn’t function optimally:
🗣️ The Coxswain (Strategic Leader) – Guides, sets the pace, and keeps the team focused.
⏳ The Stroke Seat (Execution Driver) – Ensures rhythm, consistency, and efficiency.
💪 The Middle Crew (Core Engine) – Sustains effort and drives momentum.
🎯 The Bow Pair (Stabilizers & Finishers) – Provides balance and precision in execution.
The Business Translation
Your team works the same way - each role is crucial, and success depends on collaboration:
🔹 The Leader (Coxswain) provides direction and strategic alignment.
🔹 The Key Executor (Stroke Seat) drives consistency and execution.
🔹 The Backbone Team (Middle Crew) delivers the bulk of the work with discipline.
🔹 The Precision Experts (Bow Pair) ensure quality and refine final outputs.
When one role falters, the whole team is impacted. Just as in rowing, no single person carries the team alone - every role must be respected and valued. Misalignment disrupts execution, slows progress, and wastes effort. When teams row with shared purpose, they move efficiently towards meaningful goals.
The Role of Team Coaching in Achieving Alignment & Purpose
A high-performing rowing crew doesn’t just figure it out as they go - they have a coach ensuring every role is optimised and aligned with the goal.
🏆 A skilled team coach helps teams:
✔️ Define roles and their connection to the overall purpose.
✔️ Provide real-time feedback to maintain momentum.
✔️ Build trust and psychological safety for collaboration.
✔️ Align execution with a shared purpose for long-term success.
Is Your Team Rowing in Sync?
Execution is optimised when teams understand their roles, work in alignment, and row with purpose.
⏳ Does your team know their roles? Are they working in sync, or is effort being wasted?
If this resonates, reach out for a conversation or share this with a leader who needs to hear it.
#Leadership #Teamwork #SharedPurpose #Execution #HighPerformance
High-performing teams need more than talent, resources, & strategy. What separates truly effective teams is a secret ingredient - shared purpose - the unifying force aligning individuals beyond annual targets. Yet, many teams overlook the power of purpose, mistakenly focusing on business goals, leading to short-term gains but long-term disengagement.
Purpose vs Business Goals: Understanding the Difference
📊 A business goal, such as increasing revenue or launching a new product, is a measurable target within a timeframe. While essential, goals are transactional, focusing on output. Purpose, on the other hand, is transformational. It defines the deeper 'WHY' behind the work, creating engagement & long-term motivation.
When teams focus solely on business goals, motivation fluctuates. When united by purpose, they sustain engagement, collaboration, & resilience - even through setbacks.
The Impact of Shared Purpose on Team Performance
1️⃣ Greater Commitment – Purpose-driven teams show higher engagement & effort.
2️⃣ Stronger Collaboration – A common purpose eliminates silos, fostering teamwork.
3️⃣ Increased Resilience – Purpose-driven teams adapt to challenges effectively.
4️⃣ Enhanced Innovation – Meaningful work fuels creativity & problem-solving.
5️⃣ Improved Retention – Employees aligned with a mission are more likely to stay.
Rowing: A Lesson in Purpose vs. Goals
Having played many team sports, I only truly understood the difference between goals & purpose when watching my son row. In rowing, the goal is to win, but success depends on something deeper - shared purpose. 🚣♂️ Every rower must synchronise perfectly; even the slightest misalignment can slow the boat down. This mirrors the workplace: goals set the destination, but purpose ensures the team reaches it effectively. When aligned in purpose, teams move as one, cutting through resistance & achieving extraordinary results. Without it, progress is sluggish, & effort is wasted.
The Role of Independent Expert Guidance in Strengthening Shared Purpose
Some teams struggle to uncover & harness shared purpose. Independent expert advice provides an objective perspective to address alignment gaps:
🎯 Clarifying Purpose – Helping articulate a shared, actionable mission. ⚙️ Aligning Processes – Ensuring workflows & decisions reinforce purpose. 💡 Leveraging Technology – Integrating tools that enhance communication. 🌍 Facilitating Culture Change – Embedding purpose into daily work.
Leading with Purpose: The Next Step
If your team feels disconnected, the issue may not be performance - it may be purpose misalignment. Investing in expert guidance to realign culture, processes, & technology around a clear & compelling purpose is key for long-term success.
🔥 Ready to tap into your team’s secret advantage? Align them with purpose, & performance will follow.
#Leadership #Teamwork #SharedPurpose #BusinessSuccess #HighPerformance
Passive-aggressive behaviour erodes trust, stifles collaboration, and damages productivity. Unlike open conflict, which at least allows issues to be addressed, passive-aggression festers beneath the surface, creating resentment and disengagement. Left unchecked, it can derail even the most competent teams.
The good news? With the right interventions, teams can move towards healthier interactions.
Understanding Passive-Aggressive Behaviour
Passive-aggressive behaviour includes
💥withholding information,
💥avoiding difficult conversations,
💥backhanded compliments,
💥procrastination as resistance,
💥or subtly undermining colleagues.
Dr Timothy A. Pychyl, in Solving the Procrastination Puzzle, highlights that passive-aggression often stems from avoidance - a reluctance to address uncomfortable emotions.
In a team setting, this undermines psychological safety, a key factor in high performance, as outlined by Amy Edmondson in The Fearless Organization.
The Impact on Teams and Collaboration
When passive-aggression dominates, distrust grows. Team members hesitate to collaborate and work defensively, reducing efficiency and innovation. Patrick Lencioni, in The Five Dysfunctions of a Team, identifies lack of trust as a foundation of dysfunction. Without trust, open dialogue is impossible.
Research underscores the costs of workplace conflict, much of which stems from passive-aggressive behaviours:
📊CPP Global Study (2008): Employees spend 2.8 hours per week managing conflict, costing U.S. businesses $359 billion annually in lost productivity.
📊2022 Workplace Research: A survey of 2,000 employees found 69% reported passive-aggression as a workplace issue, with 48% noting an increase since COVID.
📊Myers-Briggs Conflict Report (2021): Post-COVID workplace tensions, particularly around remote work, have intensified conflict.
What Needs to Shift?
To move beyond passive-aggression, teams must foster:
✅Open Dialogue: Encouraging open conversations where concerns can be addressed constructively. Psychological safety allows team members to speak without fear.
✅Emotional Intelligence: Self-awareness and self-regulation, as highlighted by Daniel Goleman in Emotional Intelligence, help prevent reactive behaviours.
✅Clear Expectations & Accountability: Leaders must set communication norms and hold teams accountable.
✅Constructive Feedback: Timely, respectful feedback prevents passive-aggression from taking root.
The Role of a Team Coach
A skilled coach helps teams:
🔘Identify Dysfunctional Patterns – Surfacing hidden tensions and providing insights.
🔘Facilitate Honest Conversations – Creating safe spaces for addressing conflict.
🔘Develop Conflict Resolution Skills – Encouraging healthy debate instead of passive resistance.
🔘Rebuild Trust – Guiding teams toward more effective collaboration.
A Better Future for Teams
Passive-aggression need not define a team’s culture. By fostering transparency, emotional intelligence, and accountability, teams can transform into high-functioning, collaborative units. With the support of a team coach, this shift becomes not only possible but sustainable, leading to a workplace where individuals feel valued, communication is open, and success is shared. Reach out if this is a conversation you’d like to explore.
