Coaching - Team development - Workshops
Team development and dynamics
Different objectives, challenging projects, old stories that have never been openly talked about but which subliminally affect performance ... these are just some of the topics which can be addressed during Team Development. Here are some of the forms Team Development and Dynamics can take:
Team development based on a Challenge
Sustainably improved collaboration for the team
- Fun for the employees
Should your next team event not only be fun but also productive in the long run?
The pursuit of a common challenge promotes insights outside of the familiar but sometimes rigid structure of the workplace.
The behaviors uncovered during the team challenge are then reflected upon under the guidance of the professional coach. This enables the team to sharpen its perception and learn for the future.
2-56 participants per day
Retreat: the productive time-out
Allow yourself to focus on the essentials with a professionally accompanied retreat to a place away from everyday working life. A retreat is not simply an extended working session. It is most effective to focus on specific topics from everyday working life for which there is too little time in day-to-day business. These are often strategic directions and/or the dynamics in the group: Are we (still) on the right track? Where is there potential for improvement? Retreats are usually aimed at middle and senior management or project teams. In addition to clear tasks, there is also time for unplanned matters. The time out together under expert moderation offers the opportunity to deepen and develop topics. Concentrated solution finding becomes possible. The jointly developed direction provides lasting motivation. Satisfaction, work performance and efficiency increase. 'As a line manager, why can't I take over the moderation myself? Even for managers with very good moderation skills, it is advisable not to take over the methodical management themselves due to their role. This allows you to concentrate fully on the content as part of the setting and, thanks to my many years of experience, you can rely on my expertise in dealing constructively and effectively with the unexpected. As an external facilitator, I also contribute to clarification, structure and transparency. I facilitate new perspectives and prevent routine.Agreeing the roles of superiors and myself is part of the needs assessment and preparation. Experience has shown that 2-day retreats every 1-2 years have proven successful. Depending on the objective, one-day retreats are also possible. In most cases, however, it is very helpful to have the opportunity to let the issues sink in overnight and continue working on them the next day. Get in touch for advise without obligation.
Change Management and Organisational Development
Change processes and the occurring resistances are usually underestimated. I accompany you in a mindful, focussed manner that is appropriate to the situation and target group. The requirements are diverse and varied. The constant need to adapt has become normal and so has agile leadership. How can those in charge deal with resistance and even utilise it constructively? As a change coach, I observe the overall process in terms of culture, structure, tasks, roles and processes. I scrutinise, highlight contradictions and conflicting goals and clarify these together with those involved. I use a wide variety of methods and also adapt creative approaches, depending on the target audience. The content expertise remains with you. With my helpful outside perspective, expertise and experience in change processes, I contribute to new, coherent solutions that are suitable for everyday use. I also provide specific and customised advice to help you get you to the best possible start with your change project. Special attention is paid to communication within the company or institution during the change process. How can employees be brought on board so that they pull along? Maintaining or creating psychological security is essential to get them ready to be able to commit to the changes in the first place. What has been done and achieved before must be honoured and secured. Regarding the terminology: change management is usually subject to high time and result pressure and tends to be organised top-down, whereas organisational development is more geared towards long-term and sustainable development. The dividing line between the two approaches are often blurred and the terms change management and organisational development are used practically synonymously. Companies that are aware of their purpose, their values and their vision of the future are more successful. Answering the question of purpose is a decisive factor when it comes down to the common drive and employee loyalty. It is therefore worth having professional support regarding the change process. For larger projects, the use of a steering group with people from the various stakeholder groups has proven effective. If necessary, I work together with other experienced change consultants from my network. Depending on the context, my work can also include coaching key individuals.
A team works together anew or reorganises itself after a major personnel change. In this 'formative' phase, the rules of cooperation are defined. The involvement of a professional consultant as a structuring aid and mediator in this process has a positive influence on the future group dynamics. The team can therefore benefit greatly from this investment in the long term. How do we want to work together as a team? Where are our priorities? Roles and mutual expectations are clarified.
Teambildung
Conflict Counselling/ Mediation
Conflicts in everyday life rob us of a lot of energy. Performance decreases and can result in more frequent absences. The aim is to restore the ability to work as a team. As a neutral mediator, I create the framework conditions to stabilize the conflict and, taking into account the severity of the problem, work through it together with the involved parties. In doing so I support the parties in finding their own solutions. In this way they profit sustainably and can apply their new skills to future situations. If the parties are willing to negotiate, mediation is a good option. An agreement can sometimes be reached after only one session. The number of people from the team that need be involved in the process can vary, and will depend on the situation.
Teamcoaching
Counselling does not only have to take place after a conflict has arisen. Team cooperation can be continually attended to thus ensuring that the team remains efficient and competent when facing any new challenge. Team coaching enables a look at the meta-level. How do the individuals view “cooperation”? As in team building, roles are clarified and mutual expectations and ideas are highlighted. Longer time intervals are also possible. Minimum duration: 2 hours per session.
