butt of complaints. When someone passes along anonymous complaints about you, ask these questions to bring the conversation to a constructive place:
May I ask how you feel about this? Is it a concern for you, too?
I would welcome a chance to talk with him. Would you be willing to help us get together to talk?
Remember that, as the Agile coach, you are a model for the behavior that will help the team get to high performance. In this regard, imitation is definitely the highest form of flattery. Use this model and hold fast to the absolute refusal to carry anonymous complaints and see what happens. The best outcome possible is that you hear one team member say to another, "Have you shared your concerns with her directly?"
 The intervention path and much of the advice in this article is adapted from the tutelage of Margaret Keip, a Unitarian Universalist Minister who teaches conflict management to church groups. Her models spring from wise guidance she learned from Speed B. Leas, author of many conflict management books, among them Discover Your Conflict Management Style , Alban Institute: 1998.