Team development –
if collaboration is really to work
Modern team development brings your team forward in the long term: it improves cooperation, strengthens cohesion and creates the basis for personal responsibility, trust and performance.
Whether new teams, conflict situations or change processes – we work with you to develop the skills that make for successful collaboration.
Our formats are practical, effective and tailored to your specific situation.
Typical topics we work on:
- Clear communication and feedback culture
- Roles, expectations and responsibilities
- Dealing with conflicts and tensions
- Psychological safety and trust
- Shared values and team goals
- Collaboration in hybrid or growing teams
- Strengthening team spirit and cohesion
- Understanding generations – better integrating Z & Alpha in particular
This is how we understand contemporary team development
Many people talk about team development – we take it seriously. Because true development does not come from standard formats, but from an attitude: people-centered, strength-oriented and clearly designed for sustainable impact.
No standardized approach - we first clarify what your team really needs
We talk to you – and directly to the team if you wish. We listen, ask specific questions and identify real needs. No exercise too much, no module too little.
Solid foundations before fast formats
First comes the foundation: open, respectful communication, clear rules of conduct and an open feedback culture. This is the foundation on which trust is built – the most important resource in a team.
Learning with depth
What we do should be effective: through exercises, team processes, reflection, knowledge transfer and honest communication. This is how knowledge becomes development.
Reflection as a driver of development
Reflection phases for the team and for the individual are an integral part of our process. After all, team development is always also personality development.
Strengths-oriented and people-centered
Our team development ensures that employees feel they are in the right place in the team – because their strengths are recognized, valued and integrated in a targeted manner. This creates a climate in which people feel safe, motivated and effective.
Dealing constructively with conflicts
Conflicts are not a disruptive factor, but a potential for development. We help teams to develop their own, sustainable conflict management – so that sensitive issues can be addressed without fear or loss of face.
Courage for real transformation
Sometimes development requires a path through the proverbial βvalley of tearsβ. We accompany teams through resistance, uncertainty and emotional processes – all the way to real change, new energy and a powerful new beginning.
With flow to a high-performance team
When a team experiences flow, great things happen. Our goal is to create conditions that make flow possible. Once you have experienced this, you look forward to challenges – together, clearly and full of motivation.
Where does your team currently stand?
Are there any tensions or unresolved issues in the cooperation?
Is your team growing – and does it need new structures?
Is there no clear framework for good cooperation?
Let’s take a look together.
In anon-binding consultation at , we clarify where your team stands – and which next steps are sensible and feasible.
Everything is connected – and interacts
Team development is only fully effective in combination with leadership, personal development and organizational change. (click through the slider)
But this is precisely where the most common mistake lies: team development is often viewed in isolation.
How often does a manager send their team for team development – and is surprised that nothing changes in the long term?
What happens at one level always influences the others. That’s why we never look at teams in isolation – but in the context of their system.
When all levels work together, real change is created that is effective and sustainable.
These three areas have a significant influence on the success of any team development:
In interaction with leadership
No sustainable team development without the right leadership. Because teams can only really grow if managers create an environment of trust, clarity and psychological security.
You have the responsibility to create an environment of trust, clarity and psychological security. useful and positive framework We want to create a working environment in which collaboration succeeds – and people are allowed to develop.
That’s why we always involve managers – as trailblazers, mirrors and role models for active collaboration.
In combination with individual coaching
Team development is only effective if personal issues are also given space. In key positions or when there is resistance, we therefore work specifically with individual coaching sessions.
This releases blockages, strengthens responsibility and enables real change – from the inside out.
In interaction with change management
Organizational and strategic changes always have an impact on teams – through new roles, processes or expectations.
Team development must not ignore these dynamics.
We integrate change management to create orientation, rethink roles and shape change together – clearly, courageously and realistically.
Would you like more information? Take a look at the following catalog and click through the individual items.
π Hybrid team development - presence & online effectively combined
Hybrid teams in particular often lack the unifying βweβ feeling – because many rarely meet in person.
Our innovative format enables team development in which one part of the team is on site and the other participates live online – active, equal and involved.
This creates real further development – regardless of location.
β¨ What does team development mean in times of Generation Z & Alpha?
Young generations tick differently – they question hierarchies, want meaning, feedback at eye level and respectful cooperation.
Modern team development actively takes these changing expectations into account:
It creates a space in which different generations can learn from each other, break down prejudices and create a new form of collaboration – characterized by dialogue, trust and genuine connection.
This creates a team spirit that unites rather than divides.
π§βπΌ Team development with managers
Leadership needs team spirit – even at the top.
It is a misconception that only operational teams need development.
At management level in particular, it is crucial that managers, divisional heads and top executives see themselves as a team that works together for the success of the company – instead of acting as lone wolves in a silo mentality.
π‘ Genuine cooperation, open communication and mutual trust are not a matter of course, even among managers – but they are essential.
Our team development for managers creates space for:
- Constructive, honest discussions at eye level
- Appreciative feedback, even on critical issues
- trusting conflict culture
- Inspiration and vision among equals
- Joint reflection on responsibility, culture and management attitude
π― Because if you want to lead others, you also have to be prepared to connect, reflect and grow together as a management team.
And sometimes all it takes is a little impulse from the outside,
for joy, ease and effectiveness to be felt again in management work.
Our team development works – because it turns leadership into a real leadership team.
π₯ Generational mix team development - building bridges between age groups
In many teams today, up to four generations work together – from Baby Boomers to Gen Z. Different values, work attitudes and expectations come together. This diversity is a great opportunity, but also harbors tensions and misunderstandings.
It is crucial that mutual appreciation and a common understanding emerge. Our programs for mixed-generation team development promote precisely this: we create spaces for exchange, understanding and cooperation – so that differences do not divide, but connect.
π When leadership is the bottleneck - and not the team
Analysis meetings repeatedly reveal that what looks like a team problem at first glance is actually a leadership problem. There is a lack of psychological security, communication is destructive or there is a lack of a trusting framework – and the team reacts with withdrawal, frustration or conflict.
In such cases, we start with the manager. In individual workshops or coaching sessions, we raise awareness of people-centered leadership, the needs of the team and their own influence on the team culture.
Only when this foundation has been laid do we move forward together with the team: the manager visibly contributes their new qualities – and the team has the opportunity to build trust and work together on the next development steps. This creates a genuine sense of togetherness on which sustainable team development can build.
π Intercultural team development - using diversity as a strength
The world of work is becoming more international – and so are the teams. Cultural diversity opens up new perspectives, but also brings challenges: different communication styles, understandings of time and values clash. Especially when there is a shortage of skilled workers, it is crucial to integrate new team members not only professionally but also culturally.
The following applies: everyone is initially a stranger – regardless of their origin. Successful integration in this early phase often determines long-term cooperation.
This is exactly where our intercultural team development programs come in: With practical exercises, reflective mini-projects and a safe framework, we promote mutual understanding and cooperation across cultural boundaries.
𧩠Typical occasions for team development
- New teams or restructuring
- Tensions or unspoken conflicts
- New team leader
- Low motivation or high fluctuation
- Desire for clearer cooperation and a greater sense of unity
- Change processes that unsettle the team
- Team performance decreases
- Maintaining a strong team level and promoting it further in a targeted manner – e.g. through recurring development impulses
π― Possible goals of team development
- Strengthen collaboration and create clarity in roles and expectations
- Improve communication and promote a feedback culture
- Clarifying conflicts and resolving tensions
- Building trust and enabling psychological safety
- Promoting personal responsibility, motivation and team spirit
- Involve management and strengthen them as drivers of development
- Supporting teams in change processes (e.g. reorganization, growth, generational change)
Attention: This is where team development ends and team building begins!
Team building –
when team spirit is to be experienced
Team building creates a space in which people meet beyond their professional role – personally, actively and with joy. Shared experiences strengthen cohesion, promote trust and turn individuals into a real team.
Whether as a kick-off for new teams, to strengthen existing teams or as an annual highlight to keep the team spirit alive: Our team building formats combine experience, exchange and playful learning with a clear impact.
Schedule of our team building programs
The focus is on the shared experience, team spirit, positive emotions and getting to know each other personally within the team. Depending on the chosen format, solution-oriented feedback rounds immediately following the respective exercises are an integral part of the program. They create valuable learning loops – without losing the experiential character.
As an option, we offer flashlight rounds, a short reflection at the end and the joint development of rules of conduct.
It is also possible to integrate a team building offer into a team development workshop lasting several days.
What is the difference between team development and team building?
Team building strengthens the sense of togetherness and promotes emotional connection – usually through experience-oriented activities.
Team development goes deeper: it analyzes structures, clarifies roles and improves cooperation and communication in the long term. The aim is to raise the team to a new level of performance and trust.
Our team-building events are professionally moderated, individually tailored and, above all, make you want to work together.
Typical occasions and contents:
- Building trust and getting to know each other as equals
- Strengthening informal communication
- Solving tasks together with fun and creativity
- Promoting cooperation and mutual appreciation
- Energy and lightness in everyday team life
- Raising awareness of cultural differences in international or intercultural teams – in a simple and tangible way
Our team building programs at a glance:
Team forging in the forge
Forging ideas – shaping cohesion – making success visible
In this unique team-building program, team spirit is forged from heat, hammer and heart. Together, the group develops its own work of art made of steel: from the first draft to the final sculpture.
Crawler challenge in the jungle
Team building with action, creativity and real racing fever
The Crawler Challenge involves building, steering and fighting for victory as a team. This unusual team-building format combines adventure, tactics and team spirit – with a spectacular finale that is sure to impress.
Outdoor Team Challenge
Mini-projects with maximum team effect
This experience-oriented team challenge focuses on creative problem-solving, joint tinkering and active action. The tasks are designed in such a way that they can only be solved as a team – with a clever strategy, clear communication and genuine cooperation.
Indoor Team Challenge
Developing team dynamics – directly in the seminar room
The indoor team challenge gets energy, structure and cooperation moving – without outdoor clothing or dependence on the weather. In a well-designed setting in the seminar room, the teams work on varied, challenging tasks that can only be solved together.
Building forest huts in the forest
Creativity meets nature – building huts with team spirit
An inspiring team-building experience in the middle of the forest: fresh air, soft forest floor, birdsong – and a joint project that brings people together. Forest hut building in the forest combines an experience of nature with creative building, meaningful cooperation and genuine team spirit.
Sailing regatta on Lake Zurich
Dynamism, team spirit and genuine collaboration – on board with a tailwind
An extraordinary team-building experience with a real competitive character: our sailing regatta on Lake Zurich is not just about sailing – it’s about getting on course as a team, taking responsibility and reaching the finish line together.
Overnight stay in the alpine hut with team cooking
Finding your way together, taking responsibility – and cooking together
This team-building experience begins in the valley: the group is given a map and has to find the ideal route to the alpine hut on their own – without digital navigation.
Once at the top, the team is greeted by a rustic alpine hut with simple but cozy comfort. They spend the night on the upper floor – down-to-earth, authentic and far removed from everyday life.