Team. Analysis & Development.
Coordination. Communication. Collaboration.
Teams are the value-creating units of an organization. Composed of individuals, the team is united by a common vision. Respect, the ability to deal with conflict, shared values and the goal-oriented organization of work are the cornerstones of successful teams.
A sustainable team is constantly working to develop all these competencies. In a volatile environment, this requires agile action and a willingness to change.
What about the performance and sustainability of your team?
We determine the location of your team based on relevant categories and provide a detailed insight into dysfunctions, roles and personalities in your team.
Building on this, we support you in the further development of your teams in the form of goal-oriented and focused workshops, trainings and coachings.
What does the path to sustainability look like for your team? Let us find out together!
Goals and vision workshops
Self-organized learning formats
Team Performance Analysis. Objektive. Transparent.
A team is a group of individuals with a common vision. Especially in change, the interaction of the individual team members is an important cornerstone, because before individuals become a committed, goal-oriented team, the laws of group dynamics come into play. In order for these to result in successful teamwork and for diversity & creativity to enable harmonious interaction, competent team development is necessary. Here it is necessary
- Recognize and integrate personalities
- clarify roles and work on potential dysfunctions
- define common values
- to develop a team identity
For this purpose, every development starts with a targeted analysis of the current status. Some of the tools for this are presented below. Are you curious? We will be happy to advise you and jointly develop a customized offer to develop your team into a high-performance team.
What is the Benefit?
What would a product be without marketing, a salesperson without a product, and a controller without sales? Dysfunctional teamwork usually only becomes conspicuous when poor performance is achieved. But even before that, dysfunctions in the team or role conflicts can lead to enormous economic damage: if, for example, the customer is not taken into account, processes are ineffective or subliminal conflicts contribute to increased fluctuation and illness. A company can only be successful if individual strengths complement each other. Therefore, well-functioning teams are indispensable in companies.
In the course of digitalization and globalization, the diversity component must be taken into account more and more. Heterogeneously composed teams can benefit from diversity of perspective - they are more innovative and creative than homogeneously composed teams. At the same time, there is an increased potential for conflict. Because where differences are noticeable, prejudices and friction are not far away.
Those who manage to make heterogeneous teams perform effectively have an enormous competitive advantage. At the same time, there is often no attention paid to team development in terms of cooperation within the company. Good collaboration is taken for granted. But this is by no means the case.
We uncover hidden dynamics with you, make influencing factors visible and work with you on trust and self-organization skills. Because:
"Great teams consist of individuals who have learned to trust each other." (Stanley McChrystal).
A Team Survey is used for the general assessment of a team's status based on the evaluation of observable behavior.
With the help of an online questionnaire, you receive a profound overview of the development status of your team and clear insights into strengths & development areas. This covers topics such as work organization & efficiency, cooperation & conflict ability, work environment & work equipment or work autonomy & freedom.
This gives you the opportunity to clearly formulate development goals in addition to the location. Building on this, you have the opportunity to address the development areas in the form of more in-depth analyses (Dysfunctions Check, Team Roles Analysis or LINC Team Profile).
A Team Survey offers the opportunity to use identified strengths to strengthen your team's development areas in a targeted manner and to equip your team with the competencies it needs to remain or become successful and fit for the future.
Sounds interesting? Feel free to contact us, we look forward to hearing from you!
5 Dysfunctions of Teams
Lack of trust is often the cause of poor team performance. At the same time, there are a number of other dysfunctions that prevent a team from high performance.
A team workshop with a dysfunction check (available in advance as a survey) helps to identify and analyze the background for the current situation and to work together with the team on spirit & performance.
The Dysfunction Check for Teams goes back to Patrick Lencioni. In 2001 he published the book "The 5 Dysfunctions of a Team" which are as follows:
- Lack of trust
- Lack of conflict competence
- Lack of commitment
- Lack of acceptance of responsibility
- Lack of recognition of common results
A workshop to work on the dysfunctions is suitable for teams between three and twenty people. It is recommended to use an external team coach. An external team coach finds it easier to ask neutral questions, to be impartial and to capture the unspoken.
You would like to conduct a dysfunction check in your team? Contact us, we will be happy to support you!
Not only individual personalities, but also the roles we assume have a strong influence on our behavior in teams. And this does not only refer to the classic roles of managers and employees.
Cooperation is also strongly influenced by
- Communication orientation
- Knowledge orientation
- Action orientation
The Team Role Check according to Belbin allows profound insights when team members know their roles among each other and can use the strengths of each role in different situations. Former competition in the team turns into mutual complementation and motivation.
To this end, you will first be given a test in the team to explore the roles you have assumed in the team. In the workshop, the results can then be processed together and role conflicts can be resolved.
Would you like to learn more about the roles in the team?
Contact us! We look forward to hearing from you!
The LINC TEAM CHECK is based on a scientifically founded questionnaire on character traits, motives and competencies of team members and clearly presents the results of the team members. This not only encourages self-reflection and enables individual development, but above all raises awareness of how the personalities of each individual influence behavior and role performance in the team.
Reasons for using the LINC TEAM CHECK:
- Increase of performance in the team
- Formation of teams / integration of new team members
- Conflict clarification and creating understanding for each other
- Increasing self-organization in teams
- Diversity training and comprehensive personnel and organizational development
With the TEAM CHECK you enable new perspectives and promote undreamt-of potentials in the team. In joint results workshops or coaching sessions, we work through the team results and target strengths. How? Read more in the Follow-Up.
Interested to learn more? Give us a Call or send an e-Mail. We are looking forward to working with you!
Team Development. Effective. Targeted. Long-Lasting.
The analysis is followed by the joint processing of the results with the team. Because data is only as good as what you make of it! We offer different formats for this purpose, tailored to the individual needs of your teams:
- Follow-up workshops for processing the analysis results
- Team coaching as long-term support for the implementation of derived measures
- Self-organized learning formats establish an agile learning culture in which complex problem solving is the daily business of committed, self-organized teams.
- Work with OKRs (Objectives & Key Results) promotes sustainable motivation & goal achievement
- Training builds internal competencies to position teams for the future and for change
How are your teams doing? Start your journey to high performance now.
Follow-up workshops offer the opportunity to build on the results of a team analysis (e.g. team check, team role analysis, dysfunction check, etc.), ...
- to jointly review and classify analysis results
- identify strengths and areas for development
- to establish a common understanding of priority development fields
- to use strengths to address development fields
- to define concrete measures and ideas as well as their implementation in the team
- to define actions and behaviors to be taken in the form of SMART goals.
Without follow-up, every analysis remains ineffective, because follow-up workshops are the kick-off for change in the team. You would like to conduct a follow-up workshop in your team based on a team survey? Contact us - together we will work out an individual development concept and promote the future viability of your team!
Coachings are to be understood as accompanying measures, which respond in a special way to the individuality and needs of the team members. With comfortable-uncomfortable questions we accompany your team to explore new perspectives and to change the underlying mindset.
In doing so, we can work together on the agilization of your teams (Agile Coaching) or accompany your teams on very individual issues (Team Coaching).
In both cases, the goal is to make teams efficient, to stimulate sustainable cultural change and to strengthen their ability to reflect. Besides systemic questions, structural constellations and visualizations make coaching particularly effective.
Occasions for coaching on team level can be:
- The dysfunction check reveals a lack of trust.
- The team role analysis reveals role conflicts
- You want to counteract stereotyping and blaming
- You want to pave the way to a learning, agile organization.
We provide you with experienced coaches as temporary development support for your project.
Please contact us!
Do you have a clear vision and concrete goals in your team? And do you discuss and agree the goals and achievement of results together with the team?
If a "yes" doesn't come across your lips or only hesitantly when answering these questions, it is a clear sign of team goals that are not fully exploiting their motivational potential. Our surveys also consistently show that unclear or ambiguous goals are at the top of the list of factors for employee dissatisfaction and lack of engagement. Although management attests to clear and achievable goals.
How can we ensure that employees and management speak the same language here? That an inspiring vision, clear goals and achievable results are developed and that full power is put into their implementation?
That's what OKRS is for: Objectives & Key Results. In contrast to classic goal management systems, goals and results that contribute to the goals are jointly defined and checked and reworked on a quarterly basis. With iterative work steps and alignment of the departments with each other, a transparent, comprehensible and motivating target system is created.
We support you in the introduction of OKRs by providing you with experienced OKR masters who provide professional support during the introduction. At the same time, we train OKR managers at your company and thus ensure that you can drive agile working from within.
Start your agile journey with us now!
How can you accompany teams into self-organization and become a learning organization at the same time? With special learning formats that specifically promote motivation & self-responsibility of teams, such as:
- Collegial coaching & peer coaching
- Collegial case consulting
- Action Learning
We support you in the introduction of these learning formats by providing you with competent learning coaches and ensuring the implementation of the necessary processes. To get an impression of such a learning format, we present Working out Loud in a short version here.
#WOL. The method developed by John Stepper at Bosch for networking teams is now used in many companies to promote networked work and co-creation in teams.
#WOL Circle Basics:
- Everyone chooses their own goal.
- #WOL is confidential, so it feels safe to try things out.
- Limit of 4-5 people balances action with discussion
- 12 one-hour sessions allow you to develop and practice new habits.
- Small steps help make progress and build confidence.
Team Training & Workshops
Our goal is to make you fit for the future. For this, in our ACADEMY 4 EXCELLENCE you will find further education and training courses on the following topics, among others:
- Agile Leadership
- Agile Change & Transformation Management
- Agile Coach Training
- Agile Moderation
- Design Thinking
- Diversity Competence
- Mediation & Conflict Resolution
- Team Coaching
- Virtual Collaboration
All our trainings & seminars are also available in-house. Contact us - we are looking forward to meeting you!