For management teams and teams of professionals when
The team leader wants to put himself into position
Internal communication and contact with each other in the team have to be improve
A new focus has to be find for the team
Reflection on the meaning of internal and external expectations for the functioning of the team had become a matter of urgency.
A team or the leader of a team can apply for help from an expert in group dynamics because there is a need for someone who does not only understand the content of the discussions but is also capable of working with the underlying dynamics in the group.
A team is involved in setting a new strategy, elaborating it into feasible actions and at the same time work on the improvement of the collaboration with each other.
The relationships in a group who has to work together towards common goals need to be re-evaluated, the common ground has to be defined and expectations attuned.
A team of the professional staff of a large organisation has to redirect their efforts because their functions have been redefined, the overall structure has been reorganised and the tasks of units have been reset. They want to make a start with an internal development program to be more equipped for the new task.
The form of working can be very variable, but always is based on the demands and needs of the client and my assessment of the situation.
Be it: one or more work conferences
systematic team consultations on the basis of a development plan
a combination of facilitation and coaching
eventually in combination with ‘out door activities’.
Definite agreements are made in concert.
Background of working methods
With teams I work generally on two tracks: content and themes like:
Educating and enlarging insights into the situation and the functioning of the team
Not walking away from difficulties and instead taking responsibility
Naming and addressing patterns in the communication and collaboration with each other
Safety and challenge: taking care of underlying needs
Alternation of theory and practice and practical exercises
Time for stories, discussions, consultations and development of vision
Direct at concrete results.
Development and learning processes of teams and individuals in organisation can never be disconnected from the development of the organisation as a whole. It is the same for the strategy development of a team, which has to be attuned to the strategy of the organisation as a whole and to changes in the environment.
The purpose of this is to allow for the organisation to make better use of its talents, generate more synergy in its teams and in collaborative efforts, ultimately directed at a better result on the long term, both internally and in accordance with its environment.
This works two ways.
On the one hand, the frame work has to be set, based on the formulated mission, the strategy and policy. The development of teams has to follow this, go parallel with it and make the implementation of this possible.
On the other hand, management has to apply herself to stimulate their collaborators and teams to feel jointly responsible for the results. To be prepared to develop themselves in their job and as a team and to be directed at collaboration and at the outer world in order to be able to deliver excellent results.
From leadership it is demanded to create conditions which make this possible and to set an example as a role model and to actively stimulate the people in the organisation. Executive and team coaching can support this even more.