Efficiency through Cooperation
Apart from leadership development, another focal area I am passionately dedicated to is the work with and within teams, by means of the accompaniment of team development and workshops on the topic of team engagement / team performance .
My offer to you
Maximisation of courses of action and solution options by utilising synergies
A good team needs the variety and individuality of the members regarding their knowledge, experience, competences and mindset. When the members succeed at complementing one another, instead of standing in mutual competition with one another, the result is efficiency, thanks to the maximisation of potential.
This results in
and, going hand in hand with this, a larger offer of
Carried by mutual trust, respect and personal dedication.
Unfortunately, team work is not always efficient – who hasn’t already experienced the feeling of endless meetings, repetitions, monologues, the killing of ideas by talking them to death, obsession with details, fault-finding, disinterest, destructiveness, ambiguity with regard to the tasks and roles, etc.
The lack of efficiency is not due to the principle of cooperation and team work.
What is needed so as to motivate a team to provide peak performance is the clarification of the following questions
Planned “time-out periods” for reflection and so as to determine where one is standing
In the normal day-to-day work, there frequently is only very little time and space for the processing of these questions. As a result, it can happen that disagreements or latent conflicts are not treated for too long a time, which can in turn negatively impact performance, effectiveness and motivation.
For this reason, based on my experience, it is all the more important to incorporate planned “time-out” sessions for reflection and so as to determine “where one is currently standing”, and this has to be done time and again. This can be realised in the form of team development, team performance workshops for site analysis, conflict moderation within a team, team coaching, etc. – depending on the occasion and the theme.
There is no “off the peg” offer
In cooperation with you, it is important for me to clarify the exact needs, so as to provide you a matching, tailor-made offer that is customised to the requirements of the respective situation and the respective team.
In the past, the Team Performance Model by Drexler/Sibbet has proven its worth as a good framework that is easily comprehensible for all team members with regard to the location analysis of a team.
Circularity instead of linearity
Although graphically the model is presented sequentially, it is unlikely that a team will pass through every step in a linear manner. This is already due to the fact that there can be changes in the composition of the team; the assignment of the team can be supplemented, reduced or completely changed, and trust can be lost, etc.
For every one of the individual stages, be it orientation, implementation, renewal, etc., there is a variety of different methods and activities to actively involve all team members in the discussion and development of topics, and to place the mutually agreed arrangements on a solid foundation, promote cooperation and set the course for success.
In the event that I have kindled your interest
I would be happy to clarify your matter of interest with you in a personal conversation, in the course of which I can also provide you with work examples. Please feel free to contact me.