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The atmosphere seems okay. No one is calling in sick. And yet the team is underperforming. Meetings are awkward, decisions are put off, and people are working side by side instead of together. There’s underlying tension, but no one can quite get a handle on it. What can’t be named remains unspoken. Maybe you’ve already tried a few things. Or maybe you’re not sure where to start.
System in Motion™ is designed for exactly that situation. We bring to light what’s going on beneath the surface and guide your team toward the breakthrough that you can’t force on your own.
of conflicts are resolved by us
average customer rating
years of experience in conflict resolutions
These are the situations we encounter most often. Organizations turn to us when something gets stuck and they can no longer resolve it on their own.
Situation 1
In meetings, there are awkward silences at the wrong moments. Things are discussed outside of official meetings. You know something is going on, but no one brings it up. You want it to finally be talked about.
Situation 2
You resolve them, and a few weeks later they resurface in a different form. The core issue remains unaddressed. Symptoms are addressed, but not the underlying cause. You want structural change, not a temporary improvement.
Situation 3
Roles have changed, as have interpersonal relationships. Everyone is doing their job, but there’s no shared sense of direction. You want your team to function as a cohesive unit again.
Situation 4
People are calling in sick more often than expected, or good employees are leaving without a clear reason. You want to understand what’s really going on before you lose even more people.
Tension arose between two groups of colleagues on a nursing ward. No one spoke to each other; everyone spoke about each other. Factions formed. People no longer felt safe speaking up. The team leader thought: once things calm down, things will sort themselves out. Three months later: two nurses were on long-term sick leave, one permanent staff member had left, and the unit was running on temporary staff. The ultimate cost: 60,000 euros in absenteeism, replacement costs, recruitment expenses, and lost productivity. An intervention after the first signs appeared could have prevented this.
Conflicts within teams don’t go away on their own. They escalate. The longer you wait, the harder it is to break the patterns and the more drastic the intervention will need to be.
The sooner you recognize and address the warning signs, the less drastic the intervention will be. A targeted approach in the first few weeks costs a fraction of what it costs to let things get completely out of hand.
"You can’t solve it on your own. Not because you can’t, but because you’re too close to it. That’s not a weakness. That’s just how it works.”
People who call us have often been trying for months. Extra meetings. A team-building day. A good conversation. It helps for a while, but the underlying patterns remain. That’s not because you’re doing it wrong. It’s because you can ’t see from the inside what’s visible from the outside.
What people tell us afterward: that they no longer lie awake worrying about the team’s atmosphere. That they enjoy going to work again. That the burden no longer rests solely on their shoulders. And about the team: that people are seeking each other out again. That there’s laughter again. That meetings are actually about something. That’s what this achieves.
In concrete terms, that means: colleagues who hold each other accountable for their behavior and commitments instead of complaining about them in the hallways. People who talk with each other instead of about each other. A team where the energy is palpable, even on Monday mornings.
What we hear most often before people reach out.
It’s not really a conflict, is it?
That’s exactly when intervention is most effective. Waiting until it escalates makes it more costly and harder to resolve.
Won’t people perceive this as threatening?
We always start with one-on-one conversations—safe and confidential. Our systemic approach focuses on the whole picture: we look at relationships and interactions, not at individuals. By bringing the underlying dynamics to light, we create space for lasting improvement. The solution lies in the system, not with any one person. That way, no one is singled out for scrutiny.
Doesn’t this take too much time and money?
That’s exactly when intervention is most effective. Waiting until the situation escalates makes it more costly and harder to resolve.
How do I explain this internally?
That’s exactly when intervention is most effective. Waiting until the situation escalates makes it more costly and harder to resolve.
No surprises. This is exactly what happens from the moment you contact us.
Phase 1 - Analysis
This is the starting point. Our professional, who specializes in team dynamics and a systems-oriented approach, conducts individual, confidential conversations with all team members, without judgment. Using a systemic questionnaire, we not only identify opinions but, more importantly, the underlying patterns and dynamics. This gives even those who don’t usually speak up the opportunity to share their perspective. Peace of mind. Someone takes over and handles it expertly.
Phase 2 – Insight
We present the “snapshot” to you and the team. Not a report, but a representation of what’s happening. Patterns and paradoxes become visible. Unspoken issues are put into words. For many teams, this is already a breakthrough in itself: recognition makes possible the conversation that should have taken place long ago.
Relief. It makes sense. And there’s a shared understanding. That’s the starting point for the solution.
Phase 3 - Intervention
Our professionals, who specialize in team dynamics and systems-oriented approaches, facilitate the sessions in which the team has the real conversations. These sessions are safe, structured, and guided by someone who understands the dynamics and knows when to intervene and when to give the team space. You participate as a member of the team, not as a guardian of the atmosphere.
For the first time in a long while, the conversation is about something meaningful. And it’s a relief.
Phase 4 - Movement
Based on the shared understanding, you determine together the path to a sustainable solution. What takes priority. What steps are needed. Not a document that disappears into a drawer, but agreements with broad support, anchored in what has become visible. The patterns have been recognized, the undercurrent can be discussed, and trust has been restored. The team once again knows why it works together and how.
The reassurance that the team can move forward on its own again. And the space to focus on other things once more.
Our people are not generalists. They specialize in team dynamics and a systems-oriented approach and have facilitated dozens of similar situations. As MfN-registered mediators, they are also experienced in facilitating constructive discussions, even when the situation has already escalated.
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Specialized in workplace and employment conflicts, as well as intercultural mediation
Experienced in group mediation, collaboration issues, and facilitating dialogue
Dutch and English speaking
Active in North and South Holland, Utrecht, and internationally
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Specializes in complex business conflicts
20+ years of international executive and management experience
Independent, decisive, and solution-oriented
Fluent in Dutch and English
Active in the Netherlands and internationally
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Get to know all our professionals and find out who can best assist you. If you need help with this, feel free to contact us.
The questions people ask us before they decide to hire us.
If the atmosphere has been tense for some time, if your team is struggling to work together, if the same discussions keep coming up without any resolution, or if you notice that people are losing energy for no apparent reason, that’s the sign. You don’t have to wait for a major crisis. Early intervention always yields better results than late intervention.
Explore our options for workplace mediation or business mediation. Our team also helps resolve individual conflicts.
You don’t have to make a decision yet. A 30-minute conversation is enough to find out whether this is what your team needs.