Team coaching & team development
For teams and management committees who want to clarify their cooperation, deal constructively with tensions and become more effective as a unit.
Team dynamics
Promoting a healthy team culture and collaboration
Teams are relationship systems. They develop their own patterns, unspoken rules and dynamics. Some strengthen cooperation. Others block energy and clarity.
In team coaching, we make these dynamics visible. We work with what happens between those involved. The team is viewed as a whole, not individual people in isolation. This creates conscious collaboration instead of reactive patterns.
Team coaching and team development are not understood as separate formats. The decisive factor is which dynamics are effective in the system and which development is pending.
I support teams and management committees in Zurich with a systemic, organizational psychology approach, incorporating the principles of the Organization and Relationship Systems Coaching. Depending on the initial situation, as a focused workshop or as a development process lasting several months.
Topics
Focus areas in team coaching
Clarify the management team's understanding of leadership
A shared understanding of leadership creates clarity, trust and consistent decisions.
What exactly is it about?
- Clarification of leadership role and responsibility
- Making implicit expectations visible
- Common guidelines for decisions
- Dealing with power and influence in the management system
Accompanying management changes
A change in leadership changes the entire relationship system. A conscious design reduces uncertainty.
What exactly is it about?
- Clarification of mutual expectations
- Reflection on working styles
- Dealing with conflicts of loyalty
- Common direction for the next phase
Developing a common direction
Frictional losses occur without a common focus. Clear objectives increase coherence in the system.
What exactly is it about?
- Formulate a common goal
- Clarify strategic priorities
- Making areas of tension visible
- Define decision logics
Communication & conflict management
Conflicts contain information about the system. The decisive factor is how the team deals with them.
What exactly is it about?
- Recognize recurring patterns
- Understanding escalation dynamics
- Integrating different perspectives
- Develop concrete agreements
Strengthen psychological safety
Psychological security is created when uncomfortable perspectives are allowed to remain in the room.
What exactly is it about?
- Reflecting on how to deal with mistakes
- Clarify feedback processes
- Strengthening trust in the system
- Developing a culture of risk and courage
Clarifying roles and responsibilities
Unclear roles create tension. Clear roles increase the ability to act.
What exactly is it about?
- Reflecting on role issues
- Making role expectations visible
- Clarify overlapping roles
- Anchoring responsibility in the system
Consciously shaping team culture
Every team lives by implicit rules. In coaching, these are consciously reflected upon.
What exactly is it about?
- Making values and standards explicit
- Tensions between aspiration and reality
- Define the desired culture
- Develop concrete cultural agreements
Accompanying changes in the system
Change affects not only structures, but also identity and relationships.
What exactly is it about?
- Understanding reaction patterns to uncertainty
- Using resistance as information
- Balancing stability and adaptation
- Developing common visions for the future
Team dynamics
Team coaching for neurodiverse teams
In neurodiverse teams, different styles of perception, communication and stimulus processing come together. This diversity harbors great potential. At the same time, misunderstandings or excessive demands arise more quickly.
In team coaching, we create a common understanding of differences. We clarify implicit expectations and develop clear agreements for communication, structure and collaboration.
The focus is not on adaptation, but on mutual understanding and consciously shaping the system.
Team coach
Who accompanies the team coaching
As an occupational and organizational psychologist, I support specialists, managers and teams with a systemic perspective.
In team coaching, I do not work primarily on the behavioral level, but with the underlying dynamics and interactions in the system. Patterns are reflected upon, areas of tension are identified and new options for action are developed.
A structured space for reflection is created in which questions of cooperation can be dealt with in a differentiated manner.
Implementation
Working methods in team coaching
Process-oriented
In my understanding, team coaching is primarily about making the team aware of the dynamics that are taking place so that each team member has the opportunity to reflect, change and thus consciously shape the team dynamics differently.
Insightful
When useful, I offer thought-provoking inputs in the form of practical, field-tested models and tools that can support the team’s process. These impulses are designed to complement the process facilitation, not replace it.
Close to everyday life
We work on real issues from everyday management and organizational life. As far as possible, agreements are designed in such a way that they can be implemented directly in everyday life.
Practice
Selected team coaching examples
New Chairwoman of the Management Board at the retirement center
Initial situation
A new Chair of the Executive Board took over the management from outside. The management team wanted to clarify expectations regarding collaboration, create transparency regarding competencies and resources and address key concerns from the system.
Focus in team coaching
In the workshop, we worked on a joint clarification of expectations in the management team. We made competencies and existing resources visible and created space for topics that had little room in everyday life. We also reflected on the culture that the management team would like to shape in the future.
Result
There was greater clarity about roles, responsibilities and mutual expectations. The management team defined common guidelines for collaboration and strengthened the basis for an appreciative management culture.
Unspoken tensions in educational institutions
Initial situation
The collaboration was burdened by a challenging team constellation. Unspoken tensions were at work in the background. At the same time, the team members worked intensively on their respective sub-topics, with little mutual understanding.
Focus in team coaching
As part of a team day, we created a structured space for previously unspoken topics. We made areas of tension visible and worked on mutual understanding for different professional focuses and perspectives.
Result
The team developed a common basis for further cooperation. New forms of cooperation were agreed. Communication became clearer and more direct.
Rediscover team identity in marketing agency
Initial situation
Due to the high home office rate, informal exchanges were greatly reduced. Many worked on projects in parallel, but hardly felt like they were part of a team. Identification with the overall system decreased.
Focus in the workshop
As part of a team workshop, we focused on common goals, resources and collaboration that was already working. The team reflected on what it wants to stand for and how it would like to experience itself in the future.
Result
The sense of unity was strengthened. Common guidelines for collaboration were defined. The team members took on more collective responsibility for projects and communication.
Process
How do we set up team coaching?
1. Video call
We will discuss your concerns, context and objectives in a short, free preliminary meeting.
2. Contracting session
We clarify the situation, define the goal for the team coaching and discuss our collaboration. Based on this, I will make you an offer.
3. analysis phase
Depending on the objective and agreed procedure, we start with interviews or a group assessment. Alternatively, the team fills out a questionnaire or receives a preparatory task.
4. Team coaching
Based on the analysis and information from the team, we develop the first team workshop and then look step by step at what is needed next.
Investment: The investment depends on the scope, format and preparation of the team coaching. Detailed information on fees and general conditions can be found on the Investment page. Detailed information on the fee →
