Team and Leadership
"The way to build trust between people is to actively trust in people."
Team und Leadership
"The way to build trust between people is to actively trust in people."
In Team Consulting and Coaching, the goal is for all members to gain a better understanding of your team’s dynamics and learn more about themselves and the perspectives of other team members to enable effective collaboration. Teams are the places where the magic of any organisation happens!
In Team Consulting and Coaching, the goal is for all members to gain a better understanding of your team’s dynamics and learn more about themselves and the perspectives of other team members to enable effective collaboration. Teams are the places where the magic of any organisation happens!
Team Sparring
For teams strengthening their cooperation.
> The goal is to facilitate a constructive forum for open communication and positive change.
Team Sparring is a recurring forum where we have an open discussion session under my direction. The topics emerge from your daily lives and can be about a current debate or broader issues. The sparring process is designed to include all team members without hierarchy to encourage unrestricted and creative discussion. The goal of the appointments is to find positive initiatives that will support effective communication and cooperation over the long term. You may also want to shake up stale routines to find fresh perspectives and inspire new motivation.
Competences and Roles
For teams exploring their potential.
> The goal is to review the competencies, capabilities and ambitions of the team.
Every team consists of diverse individuals, each with their own unique personalities, skills, roles and ambitions. Up-to-date knowledge of these elements within a team is essential for effective collaboration and an appreciative working environment. This consultation aims to discuss and create more clarity and transparency about the people and their responsibilities within the team. Perhaps you are preparing for a change in personnel or a major change at the organizational level is on the horizon. In any case, a regular discussion about current and future core competencies and personnel ambitions within the team is of utmost importance.
"To Lead or Not to Lead...?"
For leaders that want to grow.
> The goal is to examine the individual approach to leadership and provide longterm support.
A leadership position can be the loneliest spot in the world, so no one should face this alone! Leadership sparring focuses on your personal approach and leadership practice. A common dilemma is to find a balance between personnel responsibilities and specialist leadership. The goal is to work out a concrete structure and a suitable team routine which will help you to manage this balancing act in everyday life. My job is to stand by you as a trusted external sparring partner with whom you can exchange ideas so that you can lead your team effectively and sustainably.
Team Sparring
For teams strengthening their cooperation.
> The goal is to facilitate a constructive forum for open communication and positive change.
Team Sparring is a recurring forum where we have an open discussion session under my direction. The topics emerge from your daily lives and can be about a current debate or broader issues. The sparring process is designed to include all team members without hierarchy to encourage unrestricted and creative discussion. The goal of the appointments is to find positive initiatives that will support effective communication and cooperation over the long term. You may also want to shake up stale routines to find fresh perspectives and inspire new motivation.
Competences and Roles
For teams exploring their potential.
> The goal is to review the competencies, capabilities and ambitions of the team.
Every team consists of diverse individuals, each with their own unique personalities, skills, roles and ambitions. Up-to-date knowledge of these elements within a team is essential for effective collaboration and an appreciative working environment. This consultation aims to discuss and create more clarity and transparency about the people and their responsibilities within the team. Perhaps you are preparing for a change in personnel or a major change at the organizational level is on the horizon. In any case, a regular discussion about current and future core competencies and personnel ambitions within the team is of utmost importance.
"To Lead or Not to Lead...?"
For leaders that want to grow.
> The goal is to examine the individual approach to leadership and provide longterm support.
A leadership position can be the loneliest spot in the world, so no one should face this alone! Leadership sparring focuses on your personal approach and leadership practice. A common dilemma is to find a balance between personnel responsibilities and specialist leadership. The goal is to work out a concrete structure and a suitable team routine which will help you to manage this balancing act in everyday life. My job is to stand by you as a trusted external sparring partner with whom you can exchange ideas so that you can lead your team effectively and sustainably.
Your Possible Questions
Should we rethink the current roles in our team?
Do we have a healthy work climate?
What is the role of our team in the organisation?
What is my leadership philosophy? Do I have one?
How should I combine my specialist and personnel responsibilities?
My Approach
Step 1: Non-binding initial conversation
Step 2: Getting to know personally and establishing individual needs and goals
Step 3: Collaborative development of a game plan
Step 4: Goal-oriented cooperation with regular checkpoints and adjustments
Step 5: Conclusion of the process with a future-oriented outlook
Your Possible Questions
Should we rethink the current roles in our team?
Do we have a healthy work climate?
What is the role of our team in the organisation?
What is my leadership philosophy? Do I have one?
How should I combine my specialist and personnel responsibilities?
My Approach
Step 1: Non-binding initial conversation
Step 2: Getting to know personally and establishing individual needs and goals
Step 3: Collaborative development of a game plan
Step 4: Goal-oriented cooperation with regular checkpoints and adjustments
Step 5: Conclusion of the process with a future-oriented outlook
