{"id":5865,"date":"2025-07-24T12:00:24","date_gmt":"2025-07-24T10:00:24","guid":{"rendered":"https:\/\/aktasens.fr\/?p=5865"},"modified":"2025-07-24T12:03:23","modified_gmt":"2025-07-24T10:03:23","slug":"leadership-dans-ladversite-guide-pratique-pour-reengager-une-equipe-en-crise","status":"publish","type":"post","link":"https:\/\/aktasens.fr\/en\/leadership-dans-ladversite-guide-pratique-pour-reengager-une-equipe-en-crise\/","title":{"rendered":"Leadership in Adversity: A Practical Guide to Re-engaging a Team in Crisis"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"5865\" class=\"elementor elementor-5865\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-a7943d8 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"a7943d8\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-1fe634b\" data-id=\"1fe634b\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-16fd835 elementor-widget elementor-widget-accordion\" data-id=\"16fd835\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"accordion.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-accordion\">\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-2411\" class=\"elementor-tab-title\" data-tab=\"1\" role=\"button\" aria-controls=\"elementor-tab-content-2411\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">Quick Read \/ Summary<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2411\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"1\" role=\"region\" aria-labelledby=\"elementor-tab-title-2411\"><p>When a team becomes a source of gridlock rather than performance, understanding the underlying dynamics is essential to rebuilding cohesion. This guide will show you how to diagnose tensions, establish clear frameworks, adjust your management style, and transform conflicts into drivers of collective engagement.<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e9243dc elementor-widget elementor-widget-spacer\" data-id=\"e9243dc\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-82384cf elementor-widget elementor-widget-text-editor\" data-id=\"82384cf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><strong>How do you stay on course when your own team seems to be your biggest challenge?<\/strong><\/p><p>Managing a difficult team is a bit like navigating in the middle of a storm: it&#039;s rough, it&#039;s tiring, but with the right tools and a good map, you can not only get through the storm, but also strengthen the crew. <b>Conflicting personalities, a lack of buy-in, internal tensions, or resistance to change <\/b>The causes are multiple, but solutions exist. This type of management requires much more than technical skills. <b>It requires listening, patience, emotional intelligence, and above all a real ability to mobilize.<\/b><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c3e9ab5 elementor-widget elementor-widget-heading\" data-id=\"c3e9ab5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Understanding the causes of a difficult team<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ebf8a42 elementor-widget elementor-widget-heading\" data-id=\"ebf8a42\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Identify internal dynamics<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-318dcce elementor-widget elementor-widget-text-editor\" data-id=\"318dcce\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Before intervening, it can be beneficial to analyze one&#039;s own functioning before examining the team&#039;s relational system. Putting words to one&#039;s share of responsibility in the team&#039;s dysfunction helps avoid the pitfalls of unfounded accusations and demonstrates one&#039;s capacity for self-reflection. This sets an example of vulnerability and honesty. To facilitate this exercise, it is possible to seek support through [services\/programs]. <a href=\"https:\/\/aktasens.fr\/en\/coaching-individuel-en-entreprise\/\">individual coaching<\/a> For example.<\/p><p>Regarding the team, <a href=\"https:\/\/www.eyrolles.com\/Entreprise\/Livre\/managez-des-personnalites-difficiles-9782710119524\/\" target=\"_blank\" rel=\"noopener\">Dominique Chalvin, in his book &quot;manager of<br \/>difficult personalities\u00bb<\/a> He emphasizes the importance of distinguishing between occasional tensions and structural blockages. He specifically recommends identifying &quot;problem personalities&quot; (passive, domineering, unstable, etc.), but also dysfunctional interactions that hinder cooperation.\u00a0<\/p><p><a href=\"https:\/\/www.challenges.fr\/entreprise\/conflits-au-travail-9-salaries-sur-10-sont-concernes_362290\" target=\"_blank\" rel=\"noopener\">Challenges magazine<\/a> indicates that personality clashes and ego conflicts constitute the primary source of conflict (49 %), ahead of stress (34 %) and work overload (33 %).<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a6a9f75 elementor-widget elementor-widget-heading\" data-id=\"a6a9f75\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Based on the 5 dysfunctions according to Patrick Lencioni<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-759dfdd elementor-widget elementor-widget-text-editor\" data-id=\"759dfdd\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"https:\/\/groupeconseilsmcg.com\/on-a-lu-pour-vous\/\" target=\"_blank\" rel=\"noopener\">Patrick Lencioni, for his part, in his book &quot;Optimize Your Team&quot;\u00ab<\/a>, proposes to<br \/>to work as a team on the problem. He uses for this what he calls the 5<br \/>Team dysfunctions:<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-8052c80 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"8052c80\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-1f62f65\" data-id=\"1f62f65\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-b736a08 elementor-align-start elementor-icon-list--layout-traditional elementor-list-item-link-full_width elementor-widget elementor-widget-icon-list\" data-id=\"b736a08\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"icon-list.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul class=\"elementor-icon-list-items\">\n\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-circle\"><\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">Lack of trust,<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-circle\"><\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">Fear of conflict,<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-circle\"><\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">The lack of commitment,<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-circle\"><\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">Avoiding responsibility,<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-circle\"><\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">Inattention to results.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-98a7f1e\" data-id=\"98a7f1e\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-63f4a51 elementor-widget elementor-widget-image\" data-id=\"63f4a51\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"800\" height=\"533\" src=\"https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/Leadership-et-adversite.jpg\" class=\"attachment-full size-full wp-image-5868\" alt=\"gestion de conflit, management difficile\" srcset=\"https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/Leadership-et-adversite.jpg 800w, https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/Leadership-et-adversite-300x200.jpg 300w, https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/Leadership-et-adversite-768x512.jpg 768w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<div class=\"elementor-element elementor-element-90c976c elementor-widget elementor-widget-text-editor\" data-id=\"90c976c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Identifying where the team stands in this dynamic is an essential first step to acting effectively.<\/p><p>I have facilitated several team-building seminars in <b>using P. Lencioni&#039;s tool<\/b>. What makes it powerful is its ability to allow team members to freely express where they are in the model and to give constructive feedback to other members without fear.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ba74d12 elementor-widget elementor-widget-heading\" data-id=\"ba74d12\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Recreate a clear and safe framework together<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-86e7c82 elementor-widget elementor-widget-heading\" data-id=\"86e7c82\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Clarify the roles and rules of the game<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-119315c elementor-widget elementor-widget-text-editor\" data-id=\"119315c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>One of the manager&#039;s primary responsibilities, according to Dominique Chalvin, is to establish a structuring framework, both organizationally and relationally.<\/p><p>This involves clarifying roles, rules of the game, but also limits.<\/p><p>Lencioni reinforces this idea: a healthy team is based on trust founded on<br \/>vulnerability. This implies that the manager sets an example by acknowledging their mistakes, asking for feedback, creating an open atmosphere, and putting themselves in the shoes of each member of their team.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-9bcd371 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"9bcd371\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-aac3ce6\" data-id=\"aac3ce6\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-0187706 elementor-widget elementor-widget-text-editor\" data-id=\"0187706\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"letter-spacing: 0.3px;\">When we see that <a href=\"https:\/\/humanyze.com\/fr\/blog-eye-opening-employee-retention-statistics\/\" target=\"_blank\" rel=\"noopener\">40 % employees leave their jobs because of poor\u00a0<\/a><\/span><span style=\"letter-spacing: 0.3px;\"><a href=\"https:\/\/humanyze.com\/fr\/blog-eye-opening-employee-retention-statistics\/\">management, and 92 % would remain if their managers showed more empathy<\/a>,\u00a0<\/span><span style=\"letter-spacing: 0.3px;\">That seems obvious.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-7339a3b\" data-id=\"7339a3b\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-9a1563d elementor-widget elementor-widget-image\" data-id=\"9a1563d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"800\" height=\"488\" src=\"https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/management-dificile.jpg\" class=\"attachment-full size-full wp-image-5869\" alt=\"Adapter sa communication manageriale\" srcset=\"https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/management-dificile.jpg 800w, https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/management-dificile-300x183.jpg 300w, https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/management-dificile-768x468.jpg 768w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<div class=\"elementor-element elementor-element-36b9ecf elementor-widget elementor-widget-heading\" data-id=\"36b9ecf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Adapting your communication and managing conflicts constructively<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2da9463 elementor-widget elementor-widget-text-editor\" data-id=\"2da9463\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>In a difficult team, the authoritarian reflex may seem tempting. But it has been shown that <b>Effective managers know how to adapt their communication style<\/b> depending on the profiles, by balancing firmness and kindness. Including, in particular, the approach of the &quot;\u00ab <b>assertive messages <\/b>\u00bb&quot; : clear, direct, without judgment.<\/p><p>This ties in with the need to promote healthy, useful conflicts that are centered on ideas and not on people. <b>The manager&#039;s role is then to encourage the expression of disagreements in a constructive manner.<\/b><\/p><p>I remember that during an animation of <a href=\"https:\/\/aktasens.fr\/en\/coaching-comites-de-direction\/\">Teambuilding for an Executive Committee<\/a>, The transparency and goodwill of the exchanges made it possible to detect and defuse...<br \/>conflicts between 3 people that were disrupting the work of the rest of the team.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-eb14c79 elementor-widget elementor-widget-heading\" data-id=\"eb14c79\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">To value, support, and recognize efforts<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0db761a elementor-widget elementor-widget-text-editor\" data-id=\"0db761a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>In addition to clearer roles and responsibilities and smoother communication, it&#039;s important for managers to recognize each team member and value their strengths and small victories. Evidence to support this, <a href=\"https:\/\/www.qarrot.com\/fr\/blog\/employee-recognition-statistics\" target=\"_blank\" rel=\"noopener\">Employees who receive frequent recognition from their manager are 4.6 times more likely to feel engaged at work<\/a>.<\/p><p>In this type of situation, the manager is advised not to face difficult situations alone.<b>Using external support, a coach or behavioral assessment tools can provide a fresh and useful perspective. <\/b>Once again, a leader who acknowledges their limitations gains credibility. It&#039;s not about having all the answers, but about knowing where and how to look for them.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b090cbf elementor-widget elementor-widget-heading\" data-id=\"b090cbf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Turning conflict into an opportunity for growth<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8431626 elementor-widget elementor-widget-text-editor\" data-id=\"8431626\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"https:\/\/aktasens.fr\/en\/gerer-un-collaborateur-difficile-un-defi-managerial-a-relever-avec-intelligence\/\">Managing a difficult team is a demanding challenge<\/a>, but profoundly formative. The insights offered by management specialists remind us that <b>You don&#039;t build a high-performing team by avoiding tensions.<\/b>, but by treating them with lucidity, method and humanity.<\/p>\n<p>A good manager is not one who avoids conflict, but <b>the one who transforms them into<br>Opportunities for advancement.<\/b> Behind every team difficulty lies potential<br>Untapped. It&#039;s up to you to reveal it.<\/p>\n<p>So, what do you think? Does it help you? If it makes you want to be<br>If you are accompanied and would like to know more, I invite you to write to us at<br>passing through&nbsp;<a href=\"https:\/\/aktasens.fr\/en\/contact\/\">our contact form for a free initial exchange<\/a>.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Managing a team under pressure is like navigating blindly through a storm. Lack of trust, ego clashes, resistance\u2026 this article gives you the keys to re-engaging a difficult team with method, emotional intelligence, and leadership.<\/p>","protected":false},"author":1,"featured_media":5867,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"elementor_theme","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-5865","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actu"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 5.0.1.1 - aioseo.com -->\n\t<meta name=\"description\" content=\"D\u00e9couvrez comment manager une \u00e9quipe difficile : poser un cadre, r\u00e9guler les tensions, adapter son leadership et retrouver une dynamique d\u2019\u00e9quipe positive.\" \/>\n\t<meta name=\"robots\" content=\"max-image-preview:large\" \/>\n\t<meta name=\"author\" content=\"EmmaRouaud\"\/>\n\t<meta name=\"google-site-verification\" 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