Team Coaching

A healthy, successful team culture does not happen by accident: it is based on certain principles, deserve just as much attention as the operational content.

Some teams just work – everyone looks forward to the next meeting, and even after a day of intensive work, there is still energy left. Some other teams, however, cannot seem to reach a reasonable dynamic. Nothing really goes smoothly, and you can almost feel the figurative sand in the gears – even without any overt conflict.


We can help.

After a thorough evaluation, we convene with the team leader to establish a central topic for the first team workshop. The further course of action is determined by this first workshop. Allowing a genuine team dynamic to flourish is an important part of our work. This is why we do not resort to pre-fabricated workshops and monotonous lectures about tools and techniques.


Our method:

We create a stimulating, interactive atmosphere in which your team can independently reflect upon and work towards as many aspects as possible. Instead of presentations or monologues about team theory, we lay down important tracks and use the appropriate methodology to support you.

Which teams can profit?

Any and all teams – without exception. In our experience, the following types of teams derive the greatest benefit:

  • Executive and management teams
  • Virtual teams
  • Interdisciplinary project teams
  • Newly assembled teams

Frequent symptoms:

  • Endless team meetings without sufficient concrete results
  • Agreed action plans peter out in everyday business
  • Unstated conflicts have an adverse effect on the team work
  • Individual departments display a groupthink
  • Members of the team do not speak with one voice
  • Unconventional thinking is discouraged, new ideas are not welcome

Analysis of the status quo (examples):

  • Is there a shared understanding regarding the tasks of the team?
  • How are conflicts handled?
  • How are decisions reached and implemented?
  • How are excessive workloads handled?
  • What do team members have to do in order to be appreciated?
  • What sort of behaviour is rewarded? Unwritten rules?

Work stage (examples):

  • Evaluation of shared goals
  • Creation of a solid guiding principle
  • Specification of roles and responsibilities
  • Establishment of a binding team charter guiding the principles of cooperation
  • Introduction of an effective and efficient meeting culture


  • 2-day team retreat for analysing the status quo and / or kicking off a process of team development.
  • 1-day workshop as a component of a multi-stage team coaching programme
  • Silent participation of the coach in team meetings
  • Individual coaching for team members upon request


Any questions? I look forward to hearing from you.