Would you like to have a team that unleashes its full potential—far beyond the sum of its individual members?
Teams develop their own dynamics. The best way to shape these dynamics is to consciously take time for reflection, orientation, and joint progress. Such breaks create spaces in which teams can grow, gain clarity, and take their collaboration to a new level.
For example, if you ...
- feel that something is not right in your team in terms of relationships and work,
- observe unproductive tensions and unfavorable group dynamics,
- want to clarify lines of conflict in order to use conflicts productively,
- want to change unfavorable ways of dealing with mistakes and create a clear distribution of roles and tasks,
- want to increase team performance within the organisation,
- have a newly formed team that wants to come together,
- plan to establish a different way of working (e.g., agile working),
- want to learn how to deal with new tasks, requirements, or conditions within the team, e.g., as a result of company-wide restructuring,
- are facing the dissolution of your team and want to reorganise it into other structures,
then you will find tailor-made support from us in the form of ...
Team(development) workshops
i.e., accompanying the team (more than the sum of its parts = team members) in changing its behavior and communication patterns from a previous state to a new state.
Team(development) workshops can be supplemented with targeted conflict resolution or individual counseling.
Trainings
i.e., clarifying and practicing new skills and competencies. The focus is not only on imparting knowledge but, in particular, on transferring it into everyday working life.
Training courses can take place as individual measures or embedded in organisational development.
In our collaboration, you can expect
advice on whether team development or training are suitable interventions for you and, if not, what alternatives are available,
clarification of roles and analysis of task distribution within the team,
sharpening the team's understanding of its role within the organisation,
not a cozy event, but a reflective balancing act between differentiation (from the organisation) and adaptation (to the organisation for the purpose of task fulfillment), which ensures the participation of all participants,
a helpful discourse within the team that is stimulated, accompanied, guided, and de-escalated—depending on what is needed to clarify one's own patterns, their meaningfulness, and the balance between task fulfillment on a factual level and (emotional) interaction,
raising awareness of patterns of behavior ("What are we doing? What are we avoiding?") with an understanding of group dynamics as a natural expression of lively collaboration,
accompanying phases of necessary instability (the old is gone/disappearing, the new is not yet there/is being built) towards new functional stability that meets the new requirements/framework conditions,
promoting anti-fragility (i.e., not only withstanding stress and demands, but also being able to deal with them productively and, if necessary, get back up after a fall),
identifying and combining the strengths of team members,
developing and expanding skills to better deal with complexity.