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 minimized 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 leaders. 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.

Inhaltsverzeichnis:

1 Team Workshops: New Level for Team Collaboration
2 Typical Situations for Team Development Workshops
3 Topics of Team Development:
4 Useful Models for Team Development
5 In our Team Development Seminars, You Will Achieve the Following Goals:
6 Team Development – the Benefits
7 Central Approaches in our Team Development Workshops
8 Let’s talk!

Team Workshops: New Level for Team Collaboration

For work groups to develop into high-performance teams, employees need stable, clear, and reliable framework conditions in which they can operate. These include:

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 organizational structure that meaningfully and appropriately supports employees in completing their tasks
Appreciative interaction with each other
Strong sense of belonging
The team and the organization can learn from mistakes – the principles of the ‘learning organization’ are anchored in the company

Our team workshops focus on topics

on the factual level (work processes, goal orientation)

and on the relationship level (taking responsibility, conflict management, 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 thus a classic leadership task. Well-functioning teams can therefore certainly be evaluated as a characteristic of successful leadership.

Typical Situations for Team Development Workshops

Team development often proves helpful in the following situations:

A leader takes over a new team and wants to

sich vergewissern, ob alle Mitarbeiter am richtigen Platz arbeiten und gemäß ihren Fähigkeiten eingesetzt sind
gemeinsam Ziele für das nächste Jahr arbeiten
eine Strategie erarbeiten, wie diese Ziele zu erreichen sind
die Verteilung von Aufgaben überprüfen
den Zusammenhalt stärken und die Kommunikation untereinander stärken
welche Interessen die Mitarbeiter haben und welchen Arbeitsschwerpunkte sie sich gerne widmen würden
herausfinden, wie die Gruppendynamik im Team einzuschätzen ist und wie die Mitarbeiter miteinander arbeiten
künftige Führungskräfte identifizieren

A team is newly founded. Goals, tasks, roles, processes, and “rules of the game” for collaboration need to be created.
New employees join. The team development cycle begins anew: Team members unconsciously negotiate roles and status with each other.
Tasks and goals of the team/department change.
There are current challenges in collaboration. There are “issues” or “disagreements” that need to be addressed so that conflicts do not escalate and collaboration runs smoothly again.
A series of fundamental issues have accumulated that are relevant to all team members and from which new norms, rules or goals for the team can emerge.

Topics of Team Development:

Goals, strategies, and future questions
Team typology: Role behavior in the team
The “hidden rules of the game“
Areas of Responsibility
Dealing with errors
Expectations and wishes between company management, team leadership, and the team itself
Team collaboration
Self-perception and external perception
Strengthening team competencies – developing team spirit
Conflict resolution
Visions and goals in the team
External contacts – interface communication

Useful Models for Team Development

The CORPI Model for Leaders

The CORPI model is a checklist for leaders to check whether the necessary prerequisites for smooth collaboration are in place. The following aspects should be considered

Context: Is the context in which their tasks are set clear to all employees?

Objectives: Do all have the same goals?

Roles: Are the roles clearly distributed?

Procedures: Are the processes in the department/area/company clearly defined and does everyone know them?

Interaction: Does the collaboration between all employees or departments work?

The Four Phases of Team Development

Team Development Clock according to Tuckman — 4 Phases of Team Development: The ‘Team Development Clock’ according to Tuckman.

Forming: Initial phase. Typical behaviors: uncertainty, dependence on a leader, trying out which behavior is acceptable in the situation.
Storming: Conflicts between subgroups, ‘rebellion against the leader’; polarization of opinions; rejection of control by the groups.
Norming: Development of cohesion, group norms, and mutual support; resistance and conflicts are reduced or resolved.
Performing: Interpersonal problems are solved, group structure is functional for task completion, role behavior 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 clarified
Conflicts in the team are identified and addressed or ideally already resolved
The leadership knows the needs and individual motivators of team members and considers these when distributing tasks
The interfaces and internal “customer/supplier relationships” are clearly defined and negotiated for everyone
Everyone sits ‘in the right place’, i.e. tasks are fairly distributed according to abilities, inclinations, and time resources
The members of a team can self-manage themselves and their shared tasks
The team members feel accepted and needed
The team members see a purpose in what they do
The team members primarily recognize conflicts as an opportunity for joint development, in a sense as ‘tasks in work clothes’
The team members have learned to resolve conflicts among themselves constructively and productively and to learn from them
The team recognizes its work and learning tasks on its own. The role of the leader changes from ‘helmsman’ to coach, advisor, and supervisor. This can regularly be seen in the fact that teams function well in normal daily work even without a leader.

Team Development – the Benefits

With team development and team coaching, you sustainably improve the collaboration and performance in your team. Among other things

stärken Sie Teamgefühl und Zusammengehörigkeit
gehen Sie Ursachen für Konflikte und Unstimmigkeiten nachhaltig auf den Grund
definieren Sie systematisch die wichtigsten Schnittstellen sowie Hol- und „Bringpflichten“ von Abteilungen und einzelnen Teammitgliedern
klären Sie Rollen und Schnittstellen im Team
erarbeiten Sie ein Zukunftsbild, das von allen mitgetragen wird
erarbeiten Sie gemeinsam Regeln für effektive Zusammenarbeit
beseitigen Sie demotivierende Faktoren
lernt Ihr Team, wie Konflikte konstruktiv zu lösen sind
schaffen Sie die Voraussetzungen für fortwährendes gemeinsames Lernen im Team
erkennt Ihre Team, dass es durch Konflikte lernen und noch besser werden kann
geben und bekommen Sie Feedback
erarbeiten Sie systematisch Verbesserungsvorschläge und erstellen einen Maßnahmenplan
erkennen Sie, ob und wie die Aufgabenverteilung im Team verbessert werden kann

Central Approaches in our Team Development Workshops

Working on central future questions, goals, and strategies – related to the joint work
Clarification and improvement of collaboration. What issues are burdensome, where are the causes, what solution approaches are there?
Role and task clarification in newly forming teams: when new project groups are created, new departments are founded, existing teams and organizations are expanded

Our Approach in Preparing and Facilitating Team Development Workshops

Detailed preparatory discussion with the team leadership
If necessary, additional telephone interviews with 2-3 other team members to include alternative perspectives in the preparation process
Reflection of the central statements back to the team leadership (anonymized)
Agreeing on goals and indicators for the success of team development
Development and coordination of a workshop schedule
Implementation and evaluation

Our Guarantee

Our team development approach is based on insights from systems and motivation theory. All team development methods we use are scientifically tested and verified.

Schedule a free initial consultation here!

Let’s talk!

We have more than 21 years of experience and will be happy to advise you!

Book your free initial consultation. We will get in touch with you.

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Her expertise received 9.5 out of 10 possible points, her teaching 8.8 and the learning atmosphere 9.7 points. Top!

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Kathleen Ernst

NP Immobilien Gruppe

Prof. Norbert Jardin

Ruhrverband

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Trianel GmbH

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Forschungszentrum Jülich GmbH

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Deutscher Anwaltsverein

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Stadt Köln – Amt für Integration und Vielfalt

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ILB Investitionsbank Brandenburg

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Brose Fahrzeugteile

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Senatsverwaltung Berlin

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BASF

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