Frontline crisis teams are typically very cohesive, characterized by strong bonds between members. Cohesion ensures that team members look out for each other in dangerous work environments, operate resiliently in crisis contexts, and can rapidly coordinate in stressful situations. This explains why many crisis organizations are total institutions. Yet, cohesion may also produce dysfunctional group dynamics, as open debate about the crisis and the required response is avoided. Contestation in crisis teams is often deplored and might escalate into conflict, but it does ensure a thorough analysis of the situation from diverse viewpoints and thus facilitates the adoption of a well-considered, mindful response. The simultaneous need for cohesion and contestation creates a dilemma. To deal with this dilemma, it is important to note that team tensions are varied. Crisis organizations, particularly those with complex tasks, can pursue task-related contestation, while upholding relationship-related cohesion. This requires an investment in mutual trust and respect, so that team develops a safe space for open interactions without risking hostility or disintegration.