How does a conflict manage to settle and persist durably within a team? How do the actors involved have the possibility of giving it a preponderant place impacting the working atmosphere and the productivity of the team? What help can be given to the manager to bring him to restore a undermined authority and regulate more effectively the tensions that are inevitable in any team functioning?

The challenge is often to restore managerial authority.

In the LACT methodology, we say that:

1° The symptoms are the consequences of a dysfunctional situation to react to a given problem

2° All people have psychological and relational resources to resolve a conflict situation; they can be excessive and/or inappropriate and it is almost always more common to have to channel them than to mobilize them. (do a little less or otherwise).

Our methodology involves several steps:

1) A systemic operative diagnosis

• who are the people involved?
• who intervenes to find solutions?

2) We listen to everyone identified

3) We immediately block what is malfunctioning in the solution attempts

4) We analyze the resources and limits of each to identify the most mobilizable(s) in order to adopt a repositioning strategy

5) We recommend targeted and achievable actions: what to do, how to say it and how to behave