Team development

What is the sense of the team in a volatile, uncertain, complex and ambiguous environment?

Teams can provide stability and security, and increase well-being while maintaining efficiency and productivity.

The optimal number of people to reach decisions and solve problems together is 5. Research has also shown that project groups in the field of research and development  only evolve their full potential after three years. There after their performance drop off rapidly. Some of the reasons for this are too much encapsulation, no longer being open to outside stimuli and the ossification of standards. Innovative solutions to problems can obviously no longer be expected. This is an argument for actively bringing about one or two changes in the team after three years, as long as it has the task of developing things together again and again. 


The rough objective is always the same: to find a own identity, to improve the working ability, th share values and mindsets and to grow as a team. Quite simple, really. But in reality it is not.

The advantages of a team only come to fruition if there is fundamental trust in its integrity and competence.

Trust, however, either develops or it does not.

Facilitation and related interventions are very helpful in developing trust and accelerate a development in the right direction. 

Contact me for a free, no-obligation conversation about what your team needs to move into trustful work capacity.

Extract from workshops held on various topics

  •  Finding yourself as a team in the context of the implementation of a Scaled agile Framework (SaFe)
  • Finding and growing as a team in a process of a management restructuring  in a hospital
  • Retrospectives: What did we do well? What can we improve?
  • Conflict de-escalation: clearing up misunderstandings before the associated costs mount upwards
  • Parting on good terms, following the owner's decision to divest his company
  • Values at team level with the support of Cultural Transformation Tools by Richard Barret (CTT): Talking about values and basing leadership on them.
  • Large group facilitation such as open space on values or launching a cultural transformation with the support of CTT
  • Launch of the implementation of an agile framework
  • Develop a common understanding on assumptions, values and patterns of action