Division is not a bad thing actually! It means that cognitive biases are not the same, which is conducive to diverse experiences among team members leading to varied points of view. This can become a team's strength rather than a weakness, and once it is guided appropriately to identify how differences came about and then refocus on the desired outcome...this division could become a constructive element in the collaborative effort. So identify the sources, analyze the impact and level of uncertainty, externalize from personal dependencies, aid in cognitive restructuring, use the division as a force of synthesis. Makes sense?

My approach to uniting a coaching team that is divided starts with recognizing diverse opinions as a strength. Different perspectives can lead to creative solutions provided there is a culture of open communication where every voice is heard and respected. A crucial step is to establish clear and shared goals that all team members support. This ensures everyone is working towards the same outcome reducing misunderstandings. Additionally targeted team-building activities can help foster trust and mutual understanding. Whether through workshops, moderated discussions or shared experiences outside the work environment, personal interaction strengthens bonds and breaks down Team barriers.

Creating an ecosystem of value and respect is key for a leader to foster collaboration. Different point of views should be harnessed to grow as a team. How a leader takes different point of views still sharing a common goals and purpose for the team to win is pivotal for future ready organization. Bringing the focus on the subject rather than people is one of the hacks to proliferate differential thinking within the team