Team and group development
Lift your team to new heights with targeted team development
A well-functioning team is an invaluable asset to any organisation. By investing in structured, evidence-based team development, you can improve collaboration, strengthen communication, and create a work environment in which individuals not only thrive but also perform at their best. Team development is about unlocking the potential of both individuals and the team as a whole, while establishing a shared direction aligned with the organisation’s goals.
Depending on the purpose of the initiative, you can expect outcomes such as:
- Greater psychological safety and trust, which strengthen collaboration and engagement.
- Improved communication and increased clarity regarding roles and expectations.
- Improved performance and a greater focus on shared goals.
- A self-sustaining and long-term approach that enables the team to drive its own development forward.
Our process
Our team development process is based on research and evidence-based methods such as Susan Wheelan’s IMGD model, Organisational Behaviour Management (OBM), and the Full Range Leadership Model (FRLM). These methods provide concrete tools for managing group dynamics, building trust, and fostering closer collaboration.
Step 1: Preparation and needs assessment
We begin by familiarizing ourselves with your specific needs and circumstances. This includes reviewing existing materials, analysing key performance indicators, and conducting in-depth interviews with both managers and team members.
Step 2: Development of a tailored strategy
The next step is to observe how often the behaviours currently occur in order to establish a baseline. We use behavioural analysis to understand and influence behaviours. In this step, we also ensure that the right conditions are in place within the organisation for new behaviours to take root. Based on this analysis, we develop an action plan for the development initiative.
Step 3: Implementation of the initiative
We begin development initiatives within the organisation with the goal of activating and reinforcing key behaviours. At the same time, we work to reduce competing behaviours. An important part of this initiative is to educate and train leaders in behaviour-based leadership skills—such as active listening and providing feedback—to achieve the desired team development outcomes.
Step 4: Knowledge transfer and sustainability
The final step is to evaluate the effectiveness of our team development initiative. We assess whether the key behaviours have increased to the desired and sustainable level and whether the associated key performance indicators have improved as a result of the initiative.
6
Months of work
44%
Increased sense of team cohesion and inclusion
Read about our team development.
Frequently Asked Questions
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How do you measure whether the team's collaboration and performance are actually improving?
We define which behaviors and outcomes we want to change and typically conduct a baseline measurement before the initiative begins. Behaviors can be measured in terms of both frequency and quality. We also track relevant lagging key performance indicators—such as sales figures, customer satisfaction, or perceived work environment—to assess whether the behavioral change is having the desired effect.
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What role does the team leader play in the development process?
Managers play a key role in creating the right conditions and keeping the team’s development on the agenda. Through training in behavior-based leadership, managers gain the skills to encourage and positively reinforce the behaviors that drive desired results.
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What is typically included in a team-building initiative?
We take a hands-on approach to areas such as communication, roles, conflict management, and shared goals through a combination of workshops, training in real-life situations, and ongoing follow-up in the team’s daily work. The program is tailored to your needs and is based on our SAFE model: we begin by understanding the current situation and the team’s challenges, analyze which situations and behaviors impact the goals, implement behavioral change with leadership support, and track both behaviors and results over time.
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How do you foster psychological safety and trust within your teams?
We identify the specific behaviors that foster psychological safety and trust within this particular team. These might include, for example, seeking out different perspectives, asking for help, talking openly about mistakes, and responding well to uncertainty and questions. The team practices these behaviors and tracks their progress, while the manager works to create the right conditions and positively reinforce them in day-to-day work.
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How do you identify what is hindering your team's collaboration and performance?
We begin with a needs assessment in which we review relevant operational data and interview both the manager and team members. Through dialogue, observations, and behavioral analysis, we identify the situations, behaviors, and organizational conditions that influence the team’s collaboration. We then develop an intervention tailored to the team’s day-to-day operations and goals.
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When does a team need support with team or group development?
Team development can be valuable when a team needs to improve its collaboration, communication, or performance. This may involve, for example, unclear roles, low trust, recurring conflicts, or a lack of focus on shared goals. This program is also suitable for newly formed teams and groups that are facing changes or want to evolve from functioning well to performing even better.
Do you have any more questions?
Contact us and we'll be in touch.