Team Development

Unleash your team’s full potential and passion
Team coaching is time well invested. It creates a professional framework to enhance your team’s collaboration: making it more successful and satisfying. Teams usually have good instincts about imbalances and internal barriers… and about the solutions that need to be implemented. Together, we’ll discuss these opportunities for improvement with a solution-focused approach, considering the diverse expectations, styles, and backgrounds that come together within the team.
Topics
At the start, I’ll work with you to identify which specific topic you want to address in the team coaching. Topics can come from many different areas. Team development typically focuses on two interlinked goals: enhancing team effectiveness (results, performance, efficiency) while building team spirit (cohesion, motivation, satisfaction). Long-term success requires both – you can’t achieve one without the other.
Some Examples

Purpose: What’s our shared “North Star” – our team’s mission? How do we create identification from within? Which values unite us? And how attractive is the common goal for the team… and each of its members?

Roles & Organization: How do we define our roles? How clear are they? How do we ensure smooth collaboration through structures and routines? When do we cooperate and where do we opt for task division? How do we distribute responsibility and control?

Regular Communication: How do we communicate regularly and purposefully? How do we discuss status and upcoming matters? How do we share feedback? How do we maintain mutual appreciation and discuss strengths in our busy daily routine? How do we celebrate successes… and openly address failures and tough times?

Conflicts: How do we resolve conflicts with trust and sustainability? How do we handle role or goal conflicts that might affect our collaboration? How do we prevent tensions from becoming personal? How do we manage to discuss not just “positions” but also the underlying wishes and needs?

Working Style: What mutual expectations do we have for our collaboration? What level of commitment do we want from each other? Where do we allow flexibility and individuality?

Growth: Which roles or competencies are we missing in the team? In which direction should we develop? What do we need as a team to meet future challenges?
Team Phases
Each development phase a team goes through requires its own form of support. This applies at the beginning when a team forms, and whenever framework conditions change. Dynamic phases are important and unavoidable. Changes happen – and they happen daily. Team coaching guides you through the process to find the best solutions for your team efficiently and purposefully.
Tuckman’s Phase Model
After the initial phase of getting to know each other and polite approach (Forming), typically follows a challenging time of mutual positioning with underlying conflicts (Storming). Overcoming this conflictual phase means finding collaborative rules together as a team. Through mutual feedback and transparency, different interests can be integrated (Norming). Thus, the team finally enters a phase of strong team spirit and high performance (Performing).

Process
In a free preliminary discussion, I’ll discuss the background, framework, and conditions for your team coaching with you (or team representatives). We’ll take a first look at your potential concerns. I’m happy to answer your questions and provide you with a proposal. Based on this, you can decide whether and under which “heading” you’d like to start your team development process with me as your coach. A virtual appointment usually suffices for the preliminary discussion.
I tailor the actual team coaching individually to your team situation and concerns. The goal is to support your team only until you’ve gained sufficient momentum and want to continue the process independently. Sometimes a single, extensive workshop is enough.
It’s crucial for me to start the process with the entire team. Together, we’ll define the exact concern and merge the sometimes very different wishes and expectations of all participants. This ensures broad team support for the concern. Additionally, it creates a trustworthy framework for potential individual conversations or coaching sessions later. Whenever possible, this first appointment should take place in person. We’ll quickly focus on the desired, changed future. This enables your team to have a unifying, motivating forward-looking perspective and avoids accusatory blame.

If team development occurs at the initiative of third parties (e.g., your supervisor(s) or the company) or if your coaching is paid for by third parties, it’s crucial to clarify goals and key points in the triangular relationship at the start. The actual team coaching then takes place in absolute confidentiality, and nothing discussed leaves the team’s protected space without your consent.