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

Yesterday’s session surprised many people. Not because the content was new,but because it finally put words on what their teams feel every day. Here are the 3 moments that made people stop and reflect: 1. “Dysfunction does not start with conflict, it starts with confusion.” Leaders suddenly realised that the tension in their teams was not due to personality,but to missing clarity, direction and vision. 2. “You cannot wait for certainty to bring clarity.” This one hit home.Man

If you want to strengthen your leadership in 2026, Stop explaining tasks. Start explaining direction. Instead of saying “Here is what we need to deliver,” say “Here is why it matters.” Instead of “Here is the plan,” say “Here is how the decision will be made.” Instead of “Let’s wait for clarity,” say “Here is what we already know, and how I see the next step.” Leaders often underestimate the power of these micro-visions.But they transform everything — engagement, speed and re