Team development measures are focused on swiftly bringing existing or newly established teams to full efficiency or to optimise their efficiency. Reasons for little productivity of a team are rarely due to lack of ability or lack of motivation of the team members alone. Often a decrease in productivity and quality is a negative result of unclear goals, strategy or roles, internal conflicts, the formation of cliques, lack of knowledge about the potential and needs of other team members, as well as poor communication between executives and employees.
On the basis of a thorough pre-analysis, we design team development measures with different goals and objectives, such as:
- Goal definition and strategy development within the team, establishment of a common understanding for the mission and processes in the department
- Clarification of roles and expectations as well as reflection of group dynamic processes within the team, development of team understanding and agreement upon “game rules”
- Moderation and solving of conflicts within the team as well as between management and the team
- Team coaching for achievement of peak performances for “high-performance teams”
- Improvement of the team’s ability to work together with other units within the organisation and to position themselves positively
Depending on goal setting and development level of a team different methods are applied, if needed methods based on experience and outdoor elements are integrated.
A special form of team development exists when uniting two old cultures within the framework of merging or greater structure changes. In order to give better account to particularities in this situation we have developed a special module called “integration management”, which significantly increases the efficiency of a newly established team within a relatively short time.
- Increased efficiency of existing teams
- Newly formed teams develop their peak efficiency in a significantly shorter time-span
- Faster integration of professional knowledge of different disciplines and areas within the framework of high performance teams, e.g. in research and development, product development or innovation teams
- More stable teams that are able to adjust quickly and effectively to new situations and are able to handle complex tasks
- Contribution to retaining of workers and decrease of fluctuation since the enjoyment of working together with colleagues and supervisors along with positive, trustworthy emotional relationships are a good reason to stay
Primary Application Situation
See above mentioned goal setting, mostly with unclear goal and role definition, with conflicts within the team as well as for high performance teams and businesses in the process of merging (integration management)