A single workshop often brings clarity and new energy. However, sustainable change only comes about when teams learn to consciously reflect on and adapt their day-to-day collaboration. The basis for this is created in an accompanied team coaching process.
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When workshops trigger changes that don't stay
Many organizations invest in workshops when tensions rise or collaboration falters. A day together often creates clarity and motivation. Nevertheless, after a few weeks, it becomes apparent that old patterns return. Discussions continue in the same way. Conflicts continue to smoulder. Decisions drag on.
A single workshop can provide important impetus. However, sustainable change usually only comes about through a team coaching process that accompanies the team over a longer period of time.
Collaboration does not happen in one day. It develops over months and years. Patterns creep in and are rarely consciously reflected upon. This is precisely where a team coaching process comes in.
Making patterns visible in the team
A central element from my Team coaching approach is to make patterns in the team visible. This means going out onto the balcony with the team and looking together at how they work together.
Typical questions are:
- What is happening here right now?
- What repeats itself, even if nobody plans it that way?
- Where is tension noticeable?
- What suffers if this pattern persists?
Teams often recognize recurring patterns. For example:
- Conflicts are avoided.
- Responsibility is shifted back and forth.
- Decisions are postponed.
- Individuals carry too much weight.
Only when a team recognizes these dynamics can it consciously decide what needs to change.
Why change takes time
That takes time. Two reasons play a role here.
Firstly, it is unfamiliar for many teams to talk about their own collaboration. Discussions usually revolve around tasks, deadlines or projects. Talking about the «how» of collaboration first has to be learned.
Secondly, transitional reactions often occur in change processes. These can be
- General hesitation, no assumption of responsibility
- Withdrawal of individual team members
- Defense of own positions
- Uncertainty in dealing with conflicts
Such reactions are normal. They show that something is moving. Support is important in this phase. A team coaching process helps to work through uncertainties and tensions together instead of rushing back to business as usual and falling back into old routines.
How relationship toxins destroy collaboration
If difficult issues remain unresolved for a longer period of time, insidious Relationship toxins in the team. They develop unnoticed at first and gradually worsen cooperation.
Example of the process:
- At first, team members begin to accuse each other.
- Each side then defends its position.
- If no solution is found, those involved withdraw.
- Later, contempt arises. Individuals feel superior and lose respect for each other.
At this point, collaboration is heavily burdened. A single workshop is rarely enough. Teams need time to rebuild trust and develop new ways of interacting with each other.
Which competencies arise in the process
A team coaching process supports teams in developing new skills, for example:
- Address destructive behavior at an early stage
- Manage tensions productively
- Sharing responsibility
- Include different perspectives
The benefits can be seen in everyday life:
- Meetings become more efficient.
- Decisions are made more quickly.
- Conflicts escalate less frequently.
- New team members integrate more easily.
- Managers have to do less moderating and mediating.
From a one-off workshop to sustainable collaboration
In the course of a team coaching process, it often becomes clear that difficulties are rarely caused by individuals, but by the dynamics of the entire team. If only individuals change their behavior, the pattern remains. Lasting change occurs when the team as a whole learns to deal with each other differently.
A team workshop can be a good start and provide important impetus. However, lasting improvement is achieved when teams regularly reflect on and adapt their day-to-day collaboration.
If you have the impression that discussions in your team are becoming repetitive, tensions are increasing or decisions are becoming increasingly difficult, it is often worth taking a look at the collaboration itself. This is where the levers for sustainable change are created. You can find further information on team coaching here.
About Sybille Imbach, organizational psychologist
Sybille Imbach is dedicated to helping managers and teams strengthen their emotional intelligence and resilience. With many years of experience as an organizational psychologist, she specializes in sustainable strategies in stress management and team development to promote personal well-being, effective leadership and constructive teamwork. Her expertise combines psychology and coaching in a unique way to create healthy and productive work environments.
When classic tools or self-help books no longer help, Sybille Imbach starts where real change begins: with inner clarification, emotional depth and sustainable self-management.
