Team development

Have you ever worked in a team that trusts each other? Then you will know the energy that is released and how much fun it is to work together. Our aim is to enable you to create just such a trusting and joyful atmosphere in your team.

Management consulting in the SME sector

Reasons for team development

I am often asked what makes a really good team, what distinguishes it from a working group. In my article: "From working group to team, to high-performance team" I have outlined the criteria that contribute to this and what the path to a really good team can look like.

The following reasons speak in favour of investing in team development:

• Decline in performance, visible through many days of absence, high fluctuation, error rates and low assumption of responsibility (service by the book)
• Signs of overload, which also become visible when things are left undone and goals are not achieved
• Smouldering or open conflicts, bullying or other forms of exclusion

Forming a team or building a unique organisation that meets the criteria of a dream team is an ongoing process and a daily challenge for managers.

Particularly in medium-sized companies with up to 150 employees, the way in which teams work together is crucial for economic success, as demotivation, internal resignation of individual employees or absences due to illness are immediately noticeable in the reduced performance of the entire company.

Me, Sabine WalterMy colleagues from the Organisational Development team will be happy to support you in your team development process.

Team development for management and leadership teams

How is the team development process structured?

The focus of our performance in the area of team development lies in the development of management and leadership teams. If cooperation at the top management level works, it usually also becomes easier to work together throughout the company.

How do we proceed?

1. Comprehensive clarification of the assignment

We take appropriate time for an order clarification,. In this, we want to understand four central aspects, among others:

• What do you want to see at the end of the development process?
• What are you giving up?
• What do you gain?
• Why is it necessary to start this process right now?

2. Meaningful team analysis

At the beginning of a development process, we recommend starting with a team analysis. In doing so, we draw on various analysis modules. Within the framework of the basic analysis, we look at 18 criteria of successful teams and analyse how strongly these are pronounced in your team and how homogeneously these criteria are perceived by the individual team members.

Your benefit from the team analysis:

What do you get from such an analysis? On the one hand, you get a meaningful overview of the strengths and development areas of your team and receive concrete recommendations for action from us. On the other hand, the acceptance of downstream measures and necessary changes by the employees increases significantly, as they were part of the team development process from the beginning.

Team development:
Our expertise - your benefit

There are many companies that accompany team development processes. Why should you get in touch with us? Four important factors speak for this:

Excellent perception for hidden team constellations and
dynamics

Every team consists of official and unofficial structures. In some teams, these unofficial structures are very transparent, while in others they are concealed. We scrutinise the seemingly obvious, sense and address the unspoken. We see the individual and look at the big picture. Only when everything is on the table can we achieve sustainable change. That's why we seek out conflict. We utilise their power to shape the new.

With empathy to the development of potential

We invite every single team member and, of course, their managers to grow outside their individual comfort zone. With a great deal of empathy, we succeed in formulating this invitation in such a way that everyone can accept it. We challenge in the "growth zone" without overtaxing, and we encourage individual potential so that self-confidence and self-assurance develop.

Profound systemic expertise

We have a strong systemic understanding and a very good perception of team dynamics. Both enable us to get to the heart of the matter quickly so that we can work with it.

We use challenges and resistance, which experience has shown to occur in team development processes, productively for the further development of the team and the strengthening of the basis of trust.

Visible success in everyday life

Our management and industry experience is also reflected in a pragmatic approach and realisable solution modules.

Our workshops are characterised by clarity and commitment, thus ensuring visible results in everyday life. If necessary, we hold regular retrospectives to monitor the implementation of the agreed measures and document successes.

Team development Customer feedback

"Team development with Sabine Walter and her team is difficult to describe. You have to experience it."

This is often the conclusion of the participants after the workshops. They feel that a lot has developed within them, in their cooperation and as a team. They see how much has been achieved and what concrete results there are. They remember trust exercises, creative exchange, constructive arguments and honest appreciation. And they start their next working day confident that they have achieved something that will last.

Whiteboard | Team Development

Team development in management teams

The way in which a management team works together determines whether and how trusting cooperation at other hierarchical levels will be.

Trusting management teams have a direct influence on the competitiveness and profitability of companies. Team development in management teams is an investment that pays off.

Read more

Teambuilding - The path to trustful cooperation

At the start of the year, many teams are working on the measures and priority issues that should be on the content agenda for the new year.

Too little attention is paid, in our opinion, to the interpersonal component. But we all know that if there are problems with cooperation, the substantive issues also make slow progress. Therefore, in this article you will get concrete approaches on how to improve the culture in your team.

Read more

Team development in small and medium-sized companies

Team development in SMEs should be a matter for the boss, as a healthy team culture for these companies is of central economic importance is.

If this team culture is missing, demotivation, a drop in performance, internal resignation, high absenteeism and ultimately also external resignation are almost inevitable consequences.

We explain, how you recognise a healthy team culture and what you can do to trusting team culture in your company to develop.

Read more