{"id":1558,"date":"2017-10-20T21:22:04","date_gmt":"2017-10-20T19:22:04","guid":{"rendered":"https:\/\/www.samenwerkingverbeteren4teams.nl\/?page_id=1558"},"modified":"2025-08-25T09:43:46","modified_gmt":"2025-08-25T07:43:46","slug":"tackling-fear-culture-at-work","status":"publish","type":"page","link":"http:\/\/www.team4teams.nl\/en\/teamontwikkeling\/angstcultuur-op-het-werk-aanpakken\/","title":{"rendered":"Tackling fear culture at work"},"content":{"rendered":"<section class=\"section\" id=\"section_870573353\">\n\t\t<div class=\"section-bg fill\" >\n\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"1659\" height=\"768\" src=\"https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/angstcultuur-op-het-werk-aanpakken-1659x768_264731420.jpg\" class=\"bg attachment- size-\" alt=\"Tackling fear culture at work is like waking up from winter\" \/>\t\t\t\t\t\t\n\t\t\t\n\n\t\t<\/div>\n\n\t\t\n\n\t\t<div class=\"section-content relative\">\n\t\t\t\r\n\r\n<div class=\"row align-center\"  id=\"row-1723711226\">\r\n\r\n\n\t<div id=\"col-1976488994\" class=\"col medium-7 small-12 large-7\"  >\n\t\t\t\t<div class=\"col-inner box-shadow-3\" style=\"background-color:rgba(255, 255, 255, 0.94);\" >\n\t\t\t\n\t\t\t\r\n\r\n<h1>Tackling fear culture at work<\/h1>\r\n<ul>\r\n<li style=\"text-align: left;\">From 'hard and docile' to balanced, in touch and with a heart.<\/li>\r\n<li style=\"text-align: left;\">From 'compulsion and tender souls' to flexible, creative and effective.<\/li>\r\n<li style=\"text-align: left;\">From 'pressure and back pressure' to job satisfaction without absenteeism.<\/li>\r\n<\/ul>\r\n\r\n\t\t<\/div>\n\t\t\t\t\n<style>\n#col-1976488994 > .col-inner {\n  padding: 25px 25px 25px 25px;\n  margin: 40px 0px 10px 0px;\n}\n<\/style>\n\t<\/div>\n\n\t\r\n\r\n<\/div>\r\n\r\n\t\t<\/div>\n\n\t\t\n<style>\n#section_870573353 {\n  padding-top: 0px;\n  padding-bottom: 0px;\n  background-color: #FAFAF8;\n}\n#section_870573353 .section-bg img {\n  object-position: 75% 73%;\n}\n<\/style>\n\t<\/section>\n\t\r\n\n\t<section class=\"section\" id=\"section_965185994\">\n\t\t<div class=\"section-bg fill\" >\n\t\t\t\t\t\t\t\t\t\n\t\t\t\n\n\t\t<\/div>\n\n\t\t\n\n\t\t<div class=\"section-content relative\">\n\t\t\t\r\n\r\n\t<div id=\"gap-1337481138\" class=\"gap-element clearfix\" style=\"display:block; height:auto;\">\n\t\t\n<style>\n#gap-1337481138 {\n  padding-top: 30px;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n<div class=\"container section-title-container\" ><h3 class=\"section-title section-title-bold-center\"><b><\/b><span class=\"section-title-main\" style=\"font-size:143%;\">When is there a culture of fear<\/span><b><\/b><\/h3><\/div>\r\n\r\n<div class=\"row\"  id=\"row-1987980525\">\r\n\r\n\n\t<div id=\"col-40187285\" class=\"col medium-7 small-12 large-7\"  >\n\t\t\t\t<div class=\"col-inner text-left\"  >\n\t\t\t\n\t\t\t\r\n\r\n<h3>Characteristics of a fear culture<\/h3>\r\n<p>Addressing a fear culture at work intervenes at every level of the organisation. Feeding sources of a fear culture are:<\/p>\r\n<ul>\r\n<li>pressure from a (shrinking) market<\/li>\r\n<li>uncertainty due to unclear structures, rules and expectations<\/li>\r\n<li>Pressure from unworkable, unclear and too many procedures<\/li>\r\n<li>hierarchy, power differential, acquired rights (coming under pressure)<\/li>\r\n<li>peer pressure on each other to achieve an own or organisational goal<\/li>\r\n<li>a feeling of not being able to move, promote or resign<\/li>\r\n<\/ul>\r\n<p>Almost always, there is more than one cause. There are then multiple elements that reinforce the negative culture. Moreover, everyone is there and 'supports' this culture of fear, if only by tolerating it.<\/p>\r\n<h3>An incorrectly rotating flywheel<\/h3>\r\n<p>We often see that a culture of fear at work creates resistance in the organisation. This resistance in turn triggers additional fear. This creates a flywheel spinning in the wrong direction.<\/p>\r\n<p>The flywheel has so much mass that one person cannot stop or reverse this negative energy. Expert team guidance is therefore desirable and necessary for some time.<\/p>\r\n<p>Everyone participated in the unwanted culture. And so we invite everyone to contribute to a new culture, to growth and change.<\/p>\r\n\r\n\t\t<\/div>\n\t\t\t\t\n<style>\n#col-40187285 > .col-inner {\n  padding: 0px 30px 0px 0px;\n}\n<\/style>\n\t<\/div>\n\n\t\r\n\n\t<div id=\"col-1924242692\" class=\"col medium-5 small-12 large-5\"  >\n\t\t\t\t<div class=\"col-inner text-center\"  >\n\t\t\t\n\t\t\t\r\n\r\n\t<div id=\"gap-1432672810\" class=\"gap-element clearfix\" style=\"display:block; height:auto;\">\n\t\t\n<style>\n#gap-1432672810 {\n  padding-top: 12px;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n\t<div class=\"img has-hover x md-x lg-x y md-y lg-y\" id=\"image_1699617461\">\n\t\t\t\t\t\t\t\t<div class=\"img-inner dark\" >\n\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"244\" height=\"456\" src=\"https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/angstcultuur-op-het-werk-aanpakken-winter-264731420.jpg\" class=\"attachment-large size-large\" alt=\"\" srcset=\"https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/angstcultuur-op-het-werk-aanpakken-winter-264731420.jpg 244w, https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/angstcultuur-op-het-werk-aanpakken-winter-264731420-214x400.jpg 214w\" sizes=\"auto, (max-width: 244px) 100vw, 244px\" \/>\t\t\t\t\t\t\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\n<style>\n#image_1699617461 {\n  width: 74%;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n\t<div id=\"gap-519756722\" class=\"gap-element clearfix\" style=\"display:block; height:auto;\">\n\t\t\n<style>\n#gap-519756722 {\n  padding-top: 12px;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n<div class=\"row\"  id=\"row-1030075904\">\r\n\r\n\n\t<div id=\"col-47304785\" class=\"col small-12 large-12\"  >\n\t\t\t\t<div class=\"col-inner\"  >\n\t\t\t\n\t\t\t\r\n\r\n<h3>Book on fear culture<\/h3>\r\n<p>Those who (first) want to read more about the different forms of a fear culture can read the book <strong><a href=\"https:\/\/www.managementboek.nl\/boek\/9789024405817\/angstcultuur-peter-fijbes\" target=\"_blank\" rel=\"noopener noreferrer\">Culture of fear <\/a><\/strong>By Peter Fijbes consult.<\/p>\r\n<p><strong><a href=\"https:\/\/www.nrc.nl\/nieuws\/2017\/05\/29\/bang-een-boze-baas-is-slechts-een-deel-van-het-probleem-10615783-a1560854\" target=\"_blank\" rel=\"noopener noreferrer\">Christel Don wrote about it in NRC<\/a><br \/><\/strong>(unfortunately available to subscribers only)<\/p>\r\n<p>\u00a0<\/p>\r\n\r\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t\r\n\r\n\n<style>\n#row-1030075904 > .col > .col-inner {\n  padding: 15px 0px 0px 0px;\n  background-color: #FAFAF8;\n}\n<\/style>\n<\/div>\r\n\r\n\t\t<\/div>\n\t\t\t\t\n<style>\n#col-1924242692 > .col-inner {\n  padding: 0px 0px 0px 0px;\n  margin: 0px 0px 0px 0px;\n}\n<\/style>\n\t<\/div>\n\n\t\r\n\r\n\n<style>\n#row-1987980525 > .col > .col-inner {\n  padding: 0px 0px 0px 0px;\n}\n<\/style>\n<\/div>\r\n\r\n\t\t<\/div>\n\n\t\t\n<style>\n#section_965185994 {\n  padding-top: 30px;\n  padding-bottom: 30px;\n}\n<\/style>\n\t<\/section>\n\t\r\n\n\t<section class=\"section\" id=\"section_65098636\">\n\t\t<div class=\"section-bg fill\" >\n\t\t\t\t\t\t\t\t\t\n\t\t\t\n\t<div class=\"is-border\"\n\t\tstyle=\"border-width:0px 0px 0px 0px;margin:0px 0px 0px 0px;\">\n\t<\/div>\n\n\t\t<\/div>\n\n\t\t\n\n\t\t<div class=\"section-content relative\">\n\t\t\t\r\n\r\n\t<div id=\"gap-1160230902\" class=\"gap-element clearfix\" style=\"display:block; height:auto;\">\n\t\t\n<style>\n#gap-1160230902 {\n  padding-top: 20px;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n<div class=\"container section-title-container\" ><h3 class=\"section-title section-title-bold-center\"><b><\/b><span class=\"section-title-main\" style=\"font-size:143%;\">How to tackle a culture of fear at work<\/span><b><\/b><\/h3><\/div>\r\n\r\n<div class=\"row\"  id=\"row-200072913\">\r\n\r\n\n\t<div id=\"col-569975818\" class=\"col medium-4 small-12 large-4\"  >\n\t\t\t\t<div class=\"col-inner text-center text-shadow-1\"  >\n\t\t\t\n\t\t\t\r\n\r\n\t<div class=\"img has-hover x md-x lg-x y md-y lg-y\" id=\"image_277290062\">\n\t\t\t\t\t\t\t\t<div class=\"img-inner dark\" >\n\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"247\" height=\"457\" src=\"https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/angstcultuur-op-het-werk-aanpakken-lente-264731420.jpg\" class=\"attachment-large size-large\" alt=\"\" srcset=\"https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/angstcultuur-op-het-werk-aanpakken-lente-264731420.jpg 247w, https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/angstcultuur-op-het-werk-aanpakken-lente-264731420-216x400.jpg 216w\" sizes=\"auto, (max-width: 247px) 100vw, 247px\" \/>\t\t\t\t\t\t\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\n<style>\n#image_277290062 {\n  width: 100%;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n\r\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t\r\n\n\t<div id=\"col-1130759584\" class=\"col medium-8 small-12 large-8\"  >\n\t\t\t\t<div class=\"col-inner text-left\"  >\n\t\t\t\n\t\t\t\r\n\r\n<h3>Charting the change<\/h3>\r\n<p>A culture change process usually starts with a <strong>intake interview<\/strong> of half an hour with all stakeholders. The central question in it is whether the participants will keep their <em>desire<\/em> can describe.<\/p>\r\n<p>What is crucial is whether everyone wants to take a step that contributes to change.<\/p>\r\n<h3>Bringing the flywheel to a halt<\/h3>\r\n<p>One of the hallmarks of a culture of fear is disbelief in change. Fighting against that disbelief is not very useful. Stopping feeding the unwanted culture, however, is feasible. On a first team day, we identify what needs to be worked on. Naming them reduces pressure and helps to focus energy on change. This makes room for the desire for a new culture.<\/p>\r\n<p>Every millimetre of change we receive with cheer and feels (to us) like a new spring. A flywheel does not start at full speed. At standstill, there are no leaves on the trees yet, no harvest in sight. No, that's true, but we still see every positive millimetre as a new beginning, as new blossom, powerful and worth nurturing.<\/p>\r\n\r\n\t\t<\/div>\n\t\t\t\t\n<style>\n#col-1130759584 > .col-inner {\n  padding: 0px 30px 0px 30px;\n}\n<\/style>\n\t<\/div>\n\n\t\r\n\r\n<\/div>\r\n\r\n\t\t<\/div>\n\n\t\t\n<style>\n#section_65098636 {\n  padding-top: 30px;\n  padding-bottom: 30px;\n  background-color: rgb(250, 250, 248);\n}\n<\/style>\n\t<\/section>\n\t\r\n\n\t<section class=\"section\" id=\"section_420441174\">\n\t\t<div class=\"section-bg fill\" >\n\t\t\t\t\t\t\t\t\t\n\t\t\t\n\n\t\t<\/div>\n\n\t\t\n\n\t\t<div class=\"section-content relative\">\n\t\t\t\r\n\r\n\t<div id=\"gap-980455491\" class=\"gap-element clearfix\" style=\"display:block; height:auto;\">\n\t\t\n<style>\n#gap-980455491 {\n  padding-top: 20px;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n<div class=\"container section-title-container\" ><h3 class=\"section-title section-title-bold-center\"><b><\/b><span class=\"section-title-main\" style=\"font-size:143%;\">sustaining a change makes all the difference<\/span><b><\/b><\/h3><\/div>\r\n\r\n<div class=\"row\"  id=\"row-1365192043\">\r\n\r\n\n\t<div id=\"col-347175871\" class=\"col medium-8 small-12 large-8\"  >\n\t\t\t\t<div class=\"col-inner text-left\"  >\n\t\t\t\n\t\t\t\r\n\r\n<h3>Address and appreciate<\/h3>\r\n<p>We have learned that appreciating what is going well - despite everything - is important. Acknowledging the (remaining) pain is also a key to getting the flywheel of this culture change moving in the right direction. Starting this process takes the most effort and sometimes tension.<\/p>\r\n<h3>Maintaining and lubricating the flywheel<\/h3>\r\n<p>Getting from millimetres to centimetres of change requires - what we call - 'satisfactory' glasses. Despite not everything running perfectly right away, green leaves do sprout.<\/p>\r\n<p>Where the sun shines and it is no longer so chilly, the buds pop open first. At this stage, we usually (re)introduce '<a href=\"\/samenwerking-verbeteren\/wp-content\/uploads\/2017\/11\/waar-staan-we-samengevat-SvS8.jpg\" target=\"_blank\" rel=\"noopener noreferrer\"><strong>The Scale of Cooperation<\/strong><\/a>'. Participants can now see through and with different eyes the differences.<\/p>\r\n<p>We support this process by focusing during team days on what is already virtuous and working. A tree that is watered can grow.<\/p>\r\n<p>Sometimes there are disruptive factors in this process. With individual coaching, we then address these. Here, the belief is that everyone matters in this change process and can participate. Everyone can contribute and is worth contributing. This belief in each other has been compromised in the fear culture. Restoring faith in each other's qualities is important at this stage. Attention to&nbsp;<a href=\"\/en\/team-training\/#communiceren-met-stijl\" rel=\"noopener\"><strong>communication styles<\/strong><\/a>&nbsp;Ensures alignment and incorporation of qualities.<\/p>\r\n\r\n\t\t<\/div>\n\t\t\t\t\n<style>\n#col-347175871 > .col-inner {\n  padding: 0px 30px 0px 0px;\n}\n<\/style>\n\t<\/div>\n\n\t\r\n\n\t<div id=\"col-459182648\" class=\"col medium-4 small-12 large-4\"  >\n\t\t\t\t<div class=\"col-inner text-center text-shadow-1\"  >\n\t\t\t\n\t\t\t\r\n\r\n\t<div class=\"img has-hover x md-x lg-x y md-y lg-y\" id=\"image_208438288\">\n\t\t\t\t\t\t\t\t<div class=\"img-inner dark\" >\n\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"247\" height=\"457\" src=\"https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/angstcultuur-op-het-werk-aanpakken-zomer-264731420.jpg\" class=\"attachment-large size-large\" alt=\"\" srcset=\"https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/angstcultuur-op-het-werk-aanpakken-zomer-264731420.jpg 247w, https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/angstcultuur-op-het-werk-aanpakken-zomer-264731420-216x400.jpg 216w\" sizes=\"auto, (max-width: 247px) 100vw, 247px\" \/>\t\t\t\t\t\t\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\n<style>\n#image_208438288 {\n  width: 100%;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n\r\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t\r\n\r\n<\/div>\r\n\r\n\t\t<\/div>\n\n\t\t\n<style>\n#section_420441174 {\n  padding-top: 30px;\n  padding-bottom: 30px;\n}\n<\/style>\n\t<\/section>\n\t\r\n\n\t<section class=\"section\" id=\"section_2043858825\">\n\t\t<div class=\"section-bg fill\" >\n\t\t\t\t\t\t\t\t\t\n\t\t\t\n\t<div class=\"is-border\"\n\t\tstyle=\"border-width:0px 0px 0px 0px;margin:0px 0px 0px 0px;\">\n\t<\/div>\n\n\t\t<\/div>\n\n\t\t\n\n\t\t<div class=\"section-content relative\">\n\t\t\t\r\n\r\n\t<div id=\"gap-726855300\" class=\"gap-element clearfix\" style=\"display:block; height:auto;\">\n\t\t\n<style>\n#gap-726855300 {\n  padding-top: 20px;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n<div class=\"container section-title-container\" ><h3 class=\"section-title section-title-bold-center\"><b><\/b><span class=\"section-title-main\" style=\"font-size:143%;\">and don't forget to harvest<\/span><b><\/b><\/h3><\/div>\r\n\r\n<div class=\"row\"  id=\"row-1687317578\">\r\n\r\n\n\t<div id=\"col-1042274433\" class=\"col medium-4 small-12 large-4\"  >\n\t\t\t\t<div class=\"col-inner text-center text-shadow-1\"  >\n\t\t\t\n\t\t\t\r\n\r\n\t<div class=\"img has-hover x md-x lg-x y md-y lg-y\" id=\"image_405922023\">\n\t\t\t\t\t\t\t\t<div class=\"img-inner dark\" >\n\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"247\" height=\"457\" src=\"https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/angstcultuur-op-het-werk-aanpakken-herfst-264731420.jpg\" class=\"attachment-large size-large\" alt=\"\" srcset=\"https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/angstcultuur-op-het-werk-aanpakken-herfst-264731420.jpg 247w, https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/angstcultuur-op-het-werk-aanpakken-herfst-264731420-216x400.jpg 216w\" sizes=\"auto, (max-width: 247px) 100vw, 247px\" \/>\t\t\t\t\t\t\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\n<style>\n#image_405922023 {\n  width: 100%;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n\r\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t\r\n\n\t<div id=\"col-118866346\" class=\"col medium-8 small-12 large-8\"  >\n\t\t\t\t<div class=\"col-inner text-left\"  >\n\t\t\t\n\t\t\t\r\n\r\n<h3>Giving and receiving feedback<\/h3>\r\n<p>In a team with characteristics of a fear culture, mistakes are played on the man. '<em>Who did this?<\/em> is more important than<em> 'How can we avoid this mistake together from now on?'<\/em><\/p>\r\n<p>In a collaborative culture, the latter question becomes central. Making mistakes remains annoying but people learn <em>as a team<\/em> of. There is then enough mutual trust to discuss something that has apparently gone wrong.<\/p>\r\n<h3>Keeping the flywheel spinning<\/h3>\r\n<p>A <em>collaborative<\/em> team can self-correct disruptions. In this final phase of our guidance, the emphasis is on this. And everyone can contribute: the board, management, HRM, a confidential advisor, the works council, customers, and last but not least the team members themselves. Help is appreciated and valued. The honour of a success is widely shared. A successful project has many fathers and mothers!<\/p>\r\n<p>A failed project no longer has one culprit, but leads to an evaluation process in which everyone takes their part.<\/p>\r\n\r\n\t\t<\/div>\n\t\t\t\t\n<style>\n#col-118866346 > .col-inner {\n  padding: 0px 30px 0px 30px;\n}\n<\/style>\n\t<\/div>\n\n\t\r\n\r\n<\/div>\r\n\r\n\t\t<\/div>\n\n\t\t\n<style>\n#section_2043858825 {\n  padding-top: 30px;\n  padding-bottom: 30px;\n  background-color: rgb(250, 250, 248);\n}\n<\/style>\n\t<\/section>\n\t\r\n\n\t<section class=\"section\" id=\"section_500275187\">\n\t\t<div class=\"section-bg fill\" >\n\t\t\t\t\t\t\t\t\t\n\t\t\t\n\n\t\t<\/div>\n\n\t\t\n\n\t\t<div class=\"section-content relative\">\n\t\t\t\r\n\r\n\t<div id=\"gap-1652669287\" class=\"gap-element clearfix\" style=\"display:block; height:auto;\">\n\t\t\n<style>\n#gap-1652669287 {\n  padding-top: 20px;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n<div class=\"container section-title-container\" ><h3 class=\"section-title section-title-bold-center\"><b><\/b><span class=\"section-title-main\" style=\"font-size:143%;\">Being prepared for a relapse<\/span><b><\/b><\/h3><\/div>\r\n\r\n<div class=\"row\"  id=\"row-1700543857\">\r\n\r\n\n\t<div id=\"col-1960361868\" class=\"col medium-5 small-12 large-5\"  >\n\t\t\t\t<div class=\"col-inner text-left\"  >\n\t\t\t\n\t\t\t\r\n\r\n<h3>The change cycle in teams<\/h3>\r\n<p>In a self-managing and self-empowering team, a relapse is still possible.<\/p>\r\n<p>Sometimes, however, an organisation does not even embark on a team coaching programme because 'there will be another relapse anyway'.<\/p>\r\n<p>This setup gets in the way of any development. Whichever way you look at it, you are then all alone.<\/p>\r\n<p>Team coaching is a worthwhile investment.<\/p>\r\n<a href=\"\/en\/contact\/?ref=Samenwerking%20verbeteren\" class=\"button secondary box-shadow-3 box-shadow-1-hover lowercase\"  >\n\t\t<span>Contact<\/span>\n\t<i class=\"icon-angle-right\" aria-hidden=\"true\" ><\/i><\/a>\n\r\n\r\n\r\n\t\t<\/div>\n\t\t\t\t\n<style>\n#col-1960361868 > .col-inner {\n  padding: 0px 30px 0px 0px;\n  margin: 0px 0px 0px 0px;\n}\n<\/style>\n\t<\/div>\n\n\t\r\n\n\t<div id=\"col-1141922315\" class=\"col medium-7 small-12 large-7\"  >\n\t\t\t\t<div class=\"col-inner text-center text-shadow-1\"  >\n\t\t\t\n\t\t\t\r\n\r\n\t<div id=\"gap-1711113676\" class=\"gap-element clearfix\" style=\"display:block; height:auto;\">\n\t\t\n<style>\n#gap-1711113676 {\n  padding-top: 12px;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n\t<div class=\"img has-hover x md-x lg-x y md-y lg-y\" id=\"image_1216668176\">\n\t\t\t\t\t\t\t\t<div class=\"img-inner dark\" >\n\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"1000\" height=\"463\" src=\"https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/shutterstock_264731420.jpg\" class=\"attachment-large size-large\" alt=\"Address fear culture at work and no more fear of relapse\" srcset=\"https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/shutterstock_264731420.jpg 1000w, https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/shutterstock_264731420-600x278.jpg 600w, https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/shutterstock_264731420-800x370.jpg 800w, https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/shutterstock_264731420-768x356.jpg 768w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/>\t\t\t\t\t\t\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\n<style>\n#image_1216668176 {\n  width: 100%;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n<p>'Hassle remains anyway'. True. But it matters a lot<br \/> How employees deal with hassles.<\/p>\r\n<p>The question is: how do you turn a winter into another spring?<\/p>\r\n\r\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t\r\n\r\n<\/div>\r\n\r\n\t\t<\/div>\n\n\t\t\n<style>\n#section_500275187 {\n  padding-top: 30px;\n  padding-bottom: 30px;\n}\n<\/style>\n\t<\/section>\n\t\r\n\n\t<section class=\"section\" id=\"section_223125926\">\n\t\t<div class=\"section-bg fill\" >\n\t\t\t\t\t\t\t\t\t\n\t\t\t\n\n\t\t<\/div>\n\n\t\t\n\n\t\t<div class=\"section-content relative\">\n\t\t\t\r\n\r\n\n  <div class=\"banner has-hover\" id=\"banner-2091274582\">\n          <div class=\"banner-inner fill\">\n        <div class=\"banner-bg fill\" >\n            <img loading=\"lazy\" decoding=\"async\" width=\"1020\" height=\"540\" src=\"https:\/\/www.team4teams.nl\/wp-content\/uploads\/2017\/11\/Angstcultuur-op-het-werk-solo-speigel-1659-1400x741.jpg\" class=\"bg attachment-large size-large\" alt=\"analysing fear culture at work\" \/>                        <div class=\"overlay\"><\/div>            \n                    <\/div>\n\t\t\n        <div class=\"banner-layers container\">\n            <div class=\"fill banner-link\"><\/div>            \r\n\r\n   <div id=\"text-box-1796428346\" class=\"text-box banner-layer x95 md-x95 lg-x95 y50 md-y50 lg-y50 res-text\">\n                                <div class=\"text-box-content text\">\n              \n              <div class=\"text-inner text-right\">\n                  \r\n\r\n<h2 class=\"uppercase\"><strong>an anxious situation<\/strong><\/h2>\r\n<h3>who should be worried here?<\/h3>\r\n<p>Once you include the photographer in your analysis, the picture might tilt.<\/p>\r\n\r\n              <\/div>\n           <\/div>\n                            \n<style>\n#text-box-1796428346 {\n  width: 60%;\n}\n#text-box-1796428346 .text-box-content {\n  font-size: 100%;\n}\n@media (min-width:550px) {\n  #text-box-1796428346 {\n    width: 40%;\n  }\n}\n<\/style>\n    <\/div>\n \r\n\r\n        <\/div>\n      <\/div>\n\n            \n<style>\n#banner-2091274582 {\n  padding-top: 500px;\n  background-color: rgb(255, 255, 255);\n}\n#banner-2091274582 .overlay {\n  background-color: rgba(190, 190, 190, 0.2);\n}\n<\/style>\n  <\/div>\n\n\r\n<div class=\"row\"  id=\"row-148323301\">\r\n\r\n\n\t<div id=\"col-932518090\" class=\"col small-12 large-12\"  >\n\t\t\t\t<div class=\"col-inner\"  >\n\t\t\t\n\t\t\t\r\n\r\n\t<div id=\"gap-2006730683\" class=\"gap-element clearfix\" style=\"display:block; height:auto;\">\n\t\t\n<style>\n#gap-2006730683 {\n  padding-top: 10px;\n}\n<\/style>\n\t<\/div>\n\t\r\n\r\n<p style=\"text-align: center;\">Are you looking for a menu (for polar bears)<br \/> on which the employees themselves are no longer listed?<\/p>\r\n<p style=\"text-align: center;\">Our training is not so much about fear,<br \/>but mostly about desire.<br \/>\"Can you see and empathise with each other's desire?\" is then the question.<br \/> Where does this lead? What perspectives does this give?<\/p>\r\n\r\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t\r\n\r\n<\/div>\r\n<div class=\"container section-title-container\" ><h3 class=\"section-title section-title-bold-center\"><b><\/b><span class=\"section-title-main\" style=\"font-size:150%;\">The team<\/span><b><\/b><\/h3><\/div>\r\n\r\n<div class=\"row\"  id=\"row-1979695647\">\r\n\r\n\n\t<div id=\"col-82357522\" class=\"col medium-4 small-6 large-4\"  >\n\t\t\t\t<div class=\"col-inner\"  >\n\t\t\t\n\t\t\t\r\n\r\n<h3><a href=\"https:\/\/www.team4teams.nl\/en\/about-us\/\">Nelleke van Klaveren<\/a><\/h3>\r\n<p>Team coach and change expert<\/p>\r\n\r\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t\r\n\n\t<div id=\"col-982970705\" class=\"col medium-4 small-6 large-4\"  >\n\t\t\t\t<div class=\"col-inner\"  >\n\t\t\t\n\t\t\t\r\n\r\n<h3><a href=\"https:\/\/www.team4teams.nl\/en\/about-us\/\">Pieter Maas Geesteranus<\/a><\/h3>\r\n<p>Team coach, business psychologist<\/p>\r\n\r\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t\r\n\n\t<div id=\"col-172440237\" class=\"col medium-4 small-6 large-4\"  >\n\t\t\t\t<div class=\"col-inner\"  >\n\t\t\t\n\t\t\t\r\n\r\n<h3><a href=\"https:\/\/www.team4teams.nl\/en\/about-us\/\">Pieter Schoe<\/a><\/h3>\r\n<p>Team coach, NLP trained<\/p>\r\n\r\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t\r\n\n\t<div id=\"col-317095355\" class=\"col small-6 large-12\"  >\n\t\t\t\t<div class=\"col-inner text-center\"  >\n\t\t\t\n\t\t\t\r\n\r\n<a href=\"\/en\/contact\/?ref=Samenwerking%20verbeteren\" class=\"button secondary box-shadow-3 box-shadow-1-hover lowercase\"  >\n\t\t<span>Contact<\/span>\n\t<\/a>\n\r\n\r\n\r\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t\r\n\r\n<\/div>\r\n\r\n\t\t<\/div>\n\n\t\t\n<style>\n#section_223125926 {\n  padding-top: 0px;\n  padding-bottom: 0px;\n}\n<\/style>\n\t<\/section>","protected":false},"excerpt":{"rendered":"","protected":false},"author":2,"featured_media":0,"parent":17883,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-blank.php","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-1558","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.1 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Angstcultuur op het werk aanpakken | Teamcoach | Team4Teams<\/title>\n<meta name=\"description\" content=\"Een angstcultuur op het werk aanpakken doe je door het alternatief centraal te stellen in de organisatie. 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Vraag naar de mogelijkheden.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.team4teams.nl\/en\/team-development\/tackling-fear-culture-at-work\/\" \/>\n<meta property=\"og:site_name\" content=\"Team4Teams: Serieuze teambuilding in heel Nederland\" \/>\n<meta property=\"article:modified_time\" content=\"2025-08-25T07:43:46+00:00\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"7 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.team4teams.nl\\\/teamontwikkeling\\\/angstcultuur-op-het-werk-aanpakken\\\/\",\"url\":\"https:\\\/\\\/www.team4teams.nl\\\/teamontwikkeling\\\/angstcultuur-op-het-werk-aanpakken\\\/\",\"name\":\"Angstcultuur op het werk aanpakken | Teamcoach | Team4Teams\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.team4teams.nl\\\/#website\"},\"datePublished\":\"2017-10-20T19:22:04+00:00\",\"dateModified\":\"2025-08-25T07:43:46+00:00\",\"description\":\"Een angstcultuur op het werk aanpakken doe je door het alternatief centraal te stellen in de organisatie. 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