I prioritize creating a culture of open communication and psychological safety, building trust. Regular check-ins and forums prevent escalation, while embracing diverse perspectives drives creative problem-solving. I focus on identifying underlying interests rather than positions, using active listening to ensure everyone feels heard. Clear role definition minimizes misunderstandings, and ongoing conflict resolution training equips the team with essential skills. This approach transforms conflicts into growth opportunities, strengthening team dynamics and collaboration. By valuing each member's unique contribution while maintaining structured resolution processes, we build a more cohesive and effective coaching environment.

Sometimes different levels of experience brings a positive outcome for the team. It means bringing different points of views and offering. Different levels of experience doesn’t equal conflicts. The main reason for conflicts are that the team don’t share the same subconscious values and beliefs. This is different from personality. Values and beliefs are people’s most important boundaries and since this is the case, it’s why it’s so important to hire on this basis to begin with. If you haven’t and you need to re align the team, it has to be done by first understanding their subconscious beliefs, then finding common ground to show everyone that the highest purpose of the organisation is in the same direction

Managing conflicts in a coaching team with varying experience levels is like harmonizing a jazz band—each member has a unique rhythm, but when they align, the outcome is powerful. Start by fostering open communication: create a space where everyone feels heard, from rookies to veterans. Encourage each coach to share their perspective on specific challenges, and then highlight the unique strengths each one brings. When conflicts arise, address them early with empathy, clarifying that the goal is growth, not competition. Remember, bridging experience gaps can lead to innovative solutions. A team that learns to value each other’s insights—regardless of experience—becomes unstoppable.

Yo iniciaría por reconocer y valorar las perspectivas únicas que cada miembro del equipo aporta. Promover un espacio de diálogo abierto donde se fomente la escucha activa y el respeto mutuo. Las diferencias se podrán convertir en oportunidades de aprendizaje compartido, se fortalece una cultura colaborativa donde se contribuye al crecimiento colectivo en función de un objetivo común.

In a coaching team with varying levels of experience, conflicts can arise from different approaches and perspectives. To manage these effectively, I prioritize open communication. Creating a safe space for team members to voice their concerns fosters understanding and collaboration. I encourage regular check-ins where everyone can share their experiences and challenges. This builds trust and helps us address issues early on. Additionally, I emphasize the value of each member's unique contributions, promoting a culture of respect and learning. By focusing on our shared goals, we can turn conflicts into opportunities for growth and strengthen our team dynamic.