Consulting · Team, Leadership & Motivation
Team workshops from professionals: effective Team Development for everyone
In our team workshops and our consulting on team development, we help you clarify goals, responsibilities, processes, and structures, address existing conflicts, and avoid future ones. Experience shows: as soon as these core issues are successfully addressed and implemented, existing frictions are significantly minimised and performance and motivation in the team noticeably increase.
The development of groups into high-performing teams ("team development") is an ongoing topic for all managers. The core questions are:
- What framework conditions do employees need to perform at their best as independently and sustainably as possible?
- How can the necessary framework be created?
In our team workshops, we help you identify the necessary steps and implement them.
Team Workshops: New Level for Team Collaboration
If working groups are to develop into high-performing teams, people need stable, clear and reliable conditions to work within.
Necessary Foundations for Efficient High-Performance Teams to Emerge
- Challenging, clear, and achievable common goals
- Negotiated and transparent responsibilities
- Well-established and binding work processes
- Shared responsibility for the success of the project/achieving the goals
- Transparent leadership that responds appropriately to situations and noticeably promotes employees in their individual strengths and goals
- Employees have holistic tasks that make a meaningful contribution to the whole and intrinsically motivate
- An organisational structure that meaningfully and appropriately supports employees in completing their tasks
- Appreciative interaction with each other
- Strong sense of belonging
- the team and the organisation can learn from mistakes – the principles of the "learning organisation" are embedded in the company
Our team workshops therefore focus on topics at the factual level (work processes, focus on objectives) and at the relationship level (taking on responsibility, the ability to handle conflict, the leadership exercised by the manager).
Well-functioning teams are a characteristic of successful leadership.
Team development thus creates the foundation that serves to avoid ongoing irritations in collaboration and enables the classic motivators to become effective.
Team Development is therefore a classic leadership task. Teams that work well can fairly be read as a sign of good leadership.
Typical Situations for Team Development Workshops
Team Development often proves helpful in the following situations:
A manager takes over a team and wants to
- make sure everyone is in the right place and that their skills are being put to good use
- develop goals for the coming year together
- develop a strategy for how these goals are to be reached
- review how tasks are distributed
- strengthen cohesion and strengthen communication within the team
- find out what interests the employees have and which areas of work they would like to focus on
- find out how the group dynamics in the team are to be assessed and how the employees work with each other
- identify future managers
- 01
A team is newly formed. Goals, tasks, roles, procedures and “rules of the game” for working together have to be established.
- 02
New people join. The team development cycle starts again: team members negotiate roles and status with one another without realising it.
- 03
The tasks and goals of the team or department change.
- 04
There are current challenges in the way people work together. There are “issues” or “frictions” that need addressing so that conflicts do not escalate and collaboration runs smoothly again.
- 05
A number of fundamental issues have built up that are relevant to all team members, and out of which new norms, rules or goals for the team may emerge.
Topics of Team Development:
Useful Models for Team Development
The CORPI Model for Leaders
The CORPI model is a checklist for managers, to check whether the conditions for friction-free collaboration are in place. The following aspects need attention
- Context
- Is everyone clear about the context their tasks sit in?
- Objectives
- Does everyone have the same goals?
- Roles
- Are the roles clearly assigned?
- Procedures
- Are the processes in the department, the division or the company clearly defined, and does everyone know them?
- Interaction
- Does collaboration work between all staff and between departments?
The Four Phases of Team Development
Forming
Opening phase. Typical behaviour: uncertainty, dependence on a leader, testing out which behaviour is acceptable in the situation.
Storming
Conflicts between subgroups, “rebellion against the leader”; polarisation of opinion; rejection of control by the groups.
Norming
Developing cohesion, group norms and mutual support; resistance and conflicts are reduced or cleared up.
Performing
Interpersonal problems are resolved, the group structure serves the task, role behaviour is flexible and functional.
Team Check as a Basis for Change Measures
Without a goal, any direction is correct. Therefore, it's sometimes worthwhile to do a "status check" in team collaboration.
These guiding questions can help:
Are goals, tasks, framework conditions, and success criteria for the team clear and known to everyone in the team?
What core competencies, talents, and inclinations are present in the team? Is everyone working in the right position?
What contributions does each person make to the success of the team's performance, and what could be improved?
Are interfaces and communication channels clearly defined?
Are there sufficient and appropriate "arenas of exchange"? Offline, online? What is actually being used, what can be eliminated, what should be newly established?
What does the team need to work together even better?
How can and should leadership act so that the team can truly perform?
These and other questions must be clearly answered for team collaboration to succeed.
In our Team Development Seminars, You Will Achieve the Following Goals:
- Responsibilities in the team are clear
- Conflicts in the team are named and are being worked on, or ideally already resolved
- The leader knows the needs and individual motivators of team members and takes them into account when assigning tasks
- The interfaces and internal “customer-supplier relationships” are clearly defined and negotiated for everyone
- Everyone is “in the right place”, that is, tasks are distributed fairly according to ability, inclination and available time
- The members of a team can manage themselves and their shared tasks
- Team members feel accepted and needed
- Team members see a point in what they do
- The team members primarily recognise conflicts as an opportunity for joint development, in a sense as 'tasks in work clothes'
- Team members have learnt to settle conflicts among themselves constructively and productively and to learn from them
- The team recognises its work and learning tasks by itself. The manager's role shifts from “helmsman” to coach, adviser and supervisor. You can usually tell by the fact that the team works well in normal daily business even without the manager.
Team Development – the Benefits
With team development and team coaching you lastingly improve collaboration and performance in your team.
- you strengthen team spirit and a sense of belonging
- you get to the root causes of conflicts and frictions for good
- you systematically define the most important interfaces and the “duty to ask” and “duty to inform” of departments and individual team members
- you clarify roles and interfaces in the team
- you work out a picture of the future that everyone supports
- you develop rules for effective collaboration together
- you remove demotivating factors
- your team learns how conflicts can be resolved constructively
- you create the conditions for continuous shared learning in the team
- your team recognises that it can learn from conflicts and get even better
- you give and receive feedback
- you systematically develop proposals for improvement and draw up an action plan
- you see whether and how the distribution of tasks in the team can be improved
Central Approaches in our Team Development Workshops
Work on the central questions about the future, on goals and strategies
in relation to the shared work
Clarifying and improving collaboration
Which issues are a burden, where do the causes lie, what possible solutions are there?
Clarifying roles and tasks
in newly forming teams: when new project groups appear, new departments are founded, existing teams and organisations are expanded
Our Approach in Preparing and Facilitating Team Development Workshops
- A thorough preparatory conversation with the team leader
- If necessary, additional telephone interviews with 2-3 other team members to include alternative perspectives in the preparation process
- Feeding back the central points to the team leader (anonymised)
- Agreeing goals and indicators for the success of the Team Development
- Developing and agreeing a workshop programme
- Delivery and evaluation
Our Guarantee
Our Team Development approach is based on findings from systems theory and motivation theory. All the Team Development methods we use are scientifically tested and verified.
What our clients say
What clients say about our team workshops
A big thank you for facilitating the workshop. We came out of the day as a team, with a good sense of togetherness and a clearer picture of the way ahead. The workshop was well worth it.
Everyone was very happy with your facilitation. The agreements we reached together are working wonders. The team workshop did us a great deal of good.
You were a real asset to our team development. Many thanks.
Your attentive, well-grounded facilitation and the inspiration you brought helped us a great deal. The team was delighted too.
Thank you for this team development process. I am glad we booked you.
The team development was genuinely excellent preparation for our strategy retreat.
A very helpful, well-run workshop. The results served us well through the restructuring phase too.
Many thanks again for the excellent collaboration, the organisation and the very good workshop results.
You prepared our workshop thoroughly and precisely. Both the method and the facilitation fitted our objectives very well. We were able to carry on working very successfully with the results. Many thanks.
Four days of workshop and still playful, creative, inspiring and well structured, with good methodology. Thoroughly recommended.
Thanks again for the excellent workshop — we have already started putting the first ideas into practice, and enjoying it.
I thoroughly enjoyed working with you, personally and professionally, and it was a great pleasure to run this workshop with you.
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