Teams & Leadership
At the interpersonal level, we focus on teams and leadership issues, both between individuals and within and between teams. This is about improving their relationships, communication, collaboration, interaction and performance. It is what we call the meso level. We look into two main areas:
Most of our programs can be tailored to take place remotely.
Our Team Interventions are designed to overcome team dysfunctions and to remove performance barriers in teams. Helping teams work on themselves is at the centre of our Team Interventions. “How do we build the best team we can?” “How do we bring our team’s potential to fruition?”
At the beginning of a Team Intervention, a Needs Analysis is carried out. We usually perform this with the team, and based on the results, we customize an intervention process to tackle the critical issues found. Below you will find eight team interventions that we have designed and facilitated and that led to the most successful results over the last 15 years of team interventions. We often use them as a baseline for our intervention designs.
How do we truly align ourselves around our team’s purpose? How do we shape a team’s identity and clarify and align team direction?
This intervention is about creating the appropriate conditions for a group of people to pinpoint and pursue their collective purpose and, by doing so, becoming a high performing team.
This improves a team’s performance and brings out the best in a team. Everyone ends up on the same page and begins to work together well. The intervention includes building alignment, increasing awareness of team issues and developing joint standpoints. A team going through this process develops a profound joint understanding and commitment to the central backbone elements and the ones that build a cohesive team.
Everyone on the team gets on board and sparks the best within him or herself, fully engaging with other team members and with the task at hand.
- Who am I and who are the others?
- What is our focus?
- How do we organize ourselves?
The team works out its focus, so that it can be effective in achieving what it needs, short, mid and long term. Everyone in the team develops an understanding of their context and clarifies their own roles, responsibilities and interfaces.
- Who are we?
- What is our reality?
- What do we need to do to be successful?
Team Under Stress
Team members learn the essential aspects of their stressors and best practices to be able to build resilience in the face of complexity and times when they may be under pressure.
- Identify the team’s sources of stress
- Develop ways of tackling problems and challenges
- Re-energize the team to improve motivation and collaboration
Team under stress focuses on teams operating in highly stressful, adverse conditions. It is designed to support teams in finding ways to get out of a reactive, responding state and to become proactive.
The team works on how to sustainably de-stress itself. Current sources of stress and pressure are identified within the team and in its context, and ways of how to better deal with them are explored.
The burning challenges that the team is facing are detected, and ways to manage them are explored. Time management as well as prioritization tools are introduced and practiced in order to allow the team members to focus on what is really relevant.
The team’s workload distribution as well as the team members’ roles and responsibilities are revisited. Better ways to allocate them inside and outside the team to improve future collaboration are researched.
Team Focus allows a team to re-energize and deal effectively with the situation it finds itself in.
Preparing a team for the future:
How would good and bad look like for our team?
How do we as a team influence our best possible future?
Starting from the current team situation, momentum is built in order to take ownership of a teams’ future and shift a team’s attitude from reactive to proactive. The team works out how the best and worst case scenario for its future would look. The consequences of both scenarios are analyzed, and measures developed to prevent the worst case scenario from happening and to increase the likelihood of the best case scenario taking place. An action plan is developed with how the team will actively work towards the desired future.
Self-limiting beliefs held by the team concerning what is possible and what can be done or not be done are removed. New options for actions are discovered and the team’s sense of power and ownership of its destiny is strengthened.
We support newly formed and existing teams on their way to become agile and self-organized.
Agility means constant change and quick adaptability. Teams work independently in defined frameworks and focus on their customers. They can take rapid and independent decisions, resulting in short planning and implementation cycles.
The team is fully in charge of what it delivers, how it reaches its goals, for costs incurred and for decision-making. The same is true for the team’s setup, structures and processes. Self-organization means that the team has the freedom to act and it also means that it is accountable for results.
The journey to agility and self-organization is an iterative one. It is essential to consider what needs to happen in order to be focused on the next agile implementation iteration.
An organizational change affects a team. Change Management on a team level deals with how to tackle and master the effects of change on a team in the most constructive way.
The so-called “people processes” focus on managing the internal dynamics of individuals, groups and teams or the organization. These naturally arise in a changing business environment. In this team intervention we deal with questions such as the following:
- How do we deal with the changes that affect us in the best, most constructive way?
- How do we need to adapt and change as a team?
- How do we deal with new structures, processes, work distribution, roles and responsibilities?
- How do we engage with our new stakeholders? What is our new focus as a team?
In our conflict resolution interventions, we create spaces and design processes that make it safe for individuals, teams or groups to jointly tackle their conflicts and work on finding ways to overcome them and move forward.
By default, conflicts bring with them a waste of energy and resources. Communication breaks down, trust becomes eroded, dislikes and misunderstandings are intensified.
In a Conflict Management process, we support parties in conflict to resolve their dysfunctions and constructively work on overcoming their disturbances.
we create and hold open a safe place where parties engaged in conflict can open up, to examine and address their disturbances and conflicts in a constructive way. The process allows them to jointly explore their open and/or underlying disturbances and conflicts. There can then be an exchange on the emotional impacts that are emerging. This means that at the next stage, it is possible to clarify relationships, tasks, roles and responsibilities of the people involved.
Finally, the parties are guided to jointly search for ways to overcome the conflict, as well as agreeing on ways to prevent conflicts in the future. In essence, they are helped to rebuild the trust necessary to engage and collaborate constructively with each other.
We train managers, leaders and executive teams in leadership skills, so they can deal in the best way they can with current and future leadership challenges.Read More
The programs are designed to explore the following question:
How can I become the best leader:
- for myself and while staying true to myself,
- for the people I am leading and
- for the organization I am part of and contributing to?
Modern organizations deal with an increasingly complex environment. This complexity cannot be managed by traditional methods. Analytical, causal decision-making, top-down leadership, order and control are all becoming gradually replaced by a systemic, intuitive and subsidiary leadership approach. The role of the modern leader has changed and continues to change and grow with the challenges posed by this complexity.
This is a programme that engages participants in an in-depth self-reflection on how to be authentic leaders and how to lead with purpose.
Effective leaders have an intimate understanding of themselves and are aware of their own inner strengths, values, purpose, and direction. Leaders who consciously cultivate self-awareness and personal mastery tend to be far more effective when facing organizational challenges, uncertainty, transitions, and even new opportunities.
Leading Self is designed to help participants deepen their personal and social awareness while fostering effective self-leadership skills, inner resourcefulness and professional best practices.
This provides a clear picture about good and bad leadership behaviour and designs a development plan to work on one’s own leadership behavior. Leaders analyze their teams and learn how to engage with them individually and collectively.
This is about understanding the dynamics of change. Leaders learn how to prepare, plan and implement change processes and how to create buy-in for change initiatives and therefore increase their chances for success at the implementation stage.
Experienced Leaders Programme
The Experienced Leaders Programme is designed to allow senior leaders to freshen up their leadership knowledge and skills while learning from each other’s leadership challenges.
The Leadership Hike is a hybrid form of leadership teambuilding and leadership program. Going on a 3-5 days leadership hike, different team and leadership aspects are processed.
- Getting to know the leader inside oneself and inside others better
- Removing performance barriers in the leadership team
- Identifying and working out the Macro Areas of Attention that the team or organization needs to focus today in order to be successful tomorrow
Executive Team Retreat
An executive team goes on a retreat to work on its own and the organization’s:
- Strategic Direction
The intervention process of the Executive Team Retreat is designed to fit the challenges faced by the team and the organization. Examples of topics to process during an Executive Team Retreat are:
- Revealing and unravelling Executive Team dysfunctions
- Analysing and removing performance barriers in the Executive Team
- Identifying and working out the Executive Team Macro Areas of Attention for itself and the organization