Welcome in the world of

Team Development

Team Building

Communication in style

Feedback training

Team Building with reflection

A perfect start in your Team Development Process.

Team building helps you experience the fun of working together.
It increases your ability to stay flexible and creative when dealing with change, and supports result-oriented working.

Periodic maintenance for each team.

Workshop Team building
with reflection

4 hours

Intro

Coordinate goals with a supervisor beforehand.
Meet and share expectations with the group (10 minutes).
One multi-complex team exercise with brief reflections: how does the team develop creativity?
Looking ahead, what do you learn from the exercise and do you plan to do more at work tomorrow?

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Clinic Team Building
with reflection

6 hours

Medium

Coordinate goals with a supervisor beforehand.
Meet and share expectations with the group (15 minutes).
Two multi-complex team exercises with brief reflections: how does the team develop creativity?
Scale of cooperation (after the first exercise).
Looking ahead, What do you learn from the exercises and do you plan to do more at work tomorrow?

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Training Team Building
with Reflection

8 hours

Complete

Coordinate goals with a supervisor beforehand.
Meet and share expectations with the group (20 minutes).
Three multi-complex team exercises with brief reflections: how does the team develop creativity?
Scale of cooperation (after the first exercise).
Shifting on the scale; how can I improve using the scale (after the second exercise).
Looking ahead, what do you learn from the exercises and do you plan to do more at work tomorrow?

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Communication course for teams online and in-company

the most practical online communication styles course for teams

Communication online course

2 hours per session

Learning by doing on the job

Participants make a communication styles test online before the first session. The outcome of this test is send to them direct after they did the test. The group outcome will be presented on the first session.

Session 1 – with a video call or in-company (safe on “Corona-distance”).

Communication styles test outcome.
Getting to know communication styles.
Task (after the session): talk with your team members about the outcome.

Session 2

Explore your team members’ communication styles. Why does someone choose a communication style? What is the added value of differences in style?
Recognize and address another person with a different style.
Task (after the session): practise good contact with relations of your choice.

Session 3

Improve feedback for each style group.
How can I recognize someone’s communication preference?
Task (after the session): practise feedback with relations of your choice.

Session 4

Tips for improving communication with two colleagues of your choice.
Task (after the session): practise good contact and feedback with colleagues.

Session 5

Sharing experiences: What works, what does not work?
Using styles to make contact with clients.

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Communicatie workshop

4 hours

Intro

Getting to know communication styles.
Communication styles test.
Discovering each other’s styles briefly.

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Communication clinic

6 hours

with group test

Getting to know communication styles.
Communication styles test.
Discovering each other’s styles.
In wich way you can address an other person.

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Communication training

8 hours

and with exercises

Getting to know communication styles.
Communication styles test.
Discovering each other’s styles.
Giving feedback for each style group.
In wich way you can address an other person
Tips for improving communication with a colleague of your choice.

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Communication master class

The best of the communication styles and even more

Communication master class

16 hours or more

Complete

Getting to know communication styles.
Communication styles test.
Discovering your team members styles.
How to address an other person with a different style
Giving feedback for each style group.
How can I recognize someone’s communication preference?
Tips for improving communication with two colleagues of your choice.
Follow ups: what works, what does not work?

Follow up

Effects on teams under pressure.
Exploring the various styles.
Using styles to make contact with clients.

Implementation

Two hours of service after three weeks.

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Giving and Receiving Feedback

Asking for, accepting and giving feedback has a task and a relationship aspect.

Because feedback is focused on growth, it doesn’t get personal.

Trust is a precondition for asking for, accepting and giving feedback. In our training courses we examine what strengthens and threatens trust.

If there is enough trust, a positive feedback process can only get off to a good start. Then the next challenge is to persevere step by step.

Feedback Workshop

4 hours

periodic maintenance

On-the-spot talk checking to find out what is needed to enhance cooperation.
Making the difference between criticism, hints and feedback.
Feedback carrousel; the effect of appreciation.
What am I going to do tomorrow?

A feedback process starts when your environment is safe enough. You now know what makes your environment safer. Once you feel safe, you can ask for feedback. Asking for it strengthens safety in the team and speeds up the process of (learning to) accept feedback.

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Feedback Clinic

6 hours

addressing a dilemma

Team building, with on-the-spot checking to find out what is needed to enhance cooperation.
Scale of cooperation and feedback. Making the difference between criticism, hints and feedback.
Feedback carrousel.
What am I going to do tomorrow?

A feedback process starts when your environment is safe enough. You now know what makes your environment safer and how you can give feedback from a learning attitude. Asking for it strengthens safety in the team and speeds up the process of (learning to) accept feedback.

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Training Feedback

8 hours

to prevent a conflict

Team building, with on-the-spot checking to find out what is needed to enhance cooperation.
Scale of cooperation and feedback. Making the difference between criticism, hints and feedback.
Feedback carrousel.
Sharing detailed feedback with the help of team-building assignments.
What am I going to do tomorrow and the day after?

A feedback process starts faster as soon as you ask for feedback. You now know what it takes. Let do it.

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Feedback master class

The best of feedback and more.

Feedback master class

16 hours and more

to overcome struggles

Team building, with on-the-spot checking to find out what is needed to enhance cooperation.
Scale of cooperation and feedback. Making the difference between criticism, hints and feedback.
Feedback carrousel.
How to share feedback that is constructive part one.
Sharing detailed feedback with the help of team-building assignments.
Mindset geared to positive team learning.

Follow up

How to share feedback that is constructive part two.
Use the communication style to address feedback in the best way.
A feedback process starts faster as soon as you ask for feedback. You now know what it takes, so ask.

Implementation

2-hour evaluation at a regular meeting about 3 and 6 weeks later.

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Summarizing

We often use the Scale of Cooperation to give teams an overview of positions in their team development:

In our feedback offer we distinguish three ways of addressing each other:

with feedback, a positive goal in mind, sharing what we both need with appointments as a result. Step-by-step cooperating.
with hints, talking with each other without appointments as result, I’m free, you are free to do (or not). Les or more in Avoiding mode.
with criticism, on the person (not longer on the task) with irritation and a lack of trust. Sooner or later in Struggling circumstances.

Contact

More often we hear the discussion about feedback and feed-forward.
Several colleague organisations have their preferences for feed-forward. It is most often chosen with the reason that ‘feed-forward’ is focused on the future. The opposite ‘feedback’ reflects on the past and that creates easily irritation…

With this argumentation in mind feedback sounds negative.

But we still believe in feedback.
The honest reason is that we want to improve the future with arguments learned from the past.

Our feedback process:

Set your (new) goal, reflect on what goes well and what can be improved looking to the past.
Let’s agree, what will I do and what can you do to improve the past and our collaboration in the future?
And the most important step! Always come back on the agreements and check if there is something that can be better?

Collaboration is a step-by-step process of improvement.

Come back to it, is in the feed-back-process essential. Just as essential as feed-forward.

Another point in which feedback is ‘our favourite’ is that it is good to share your thoughts and feelings about the collaboration. Are there positive and painful moments which are unspoken and should be enlighten before you can go along with each other? Sharing thoughts and feelings strengthens trust.

Feedback is the key to experiencing trust. Feedback is our choice!

But is there no such thing as ‘negative feedback’?

Yes, there is, but we call that criticism. Criticism = feedback + irritation.

COLLABORATION

A step by step process

Periodic maintenance for teams, collaboration is a step-by-step process knowing that every team is different. A team-developing process can provide that, with brief interventions aimed at periodic maintenance. Each session provides new tips that enhance positive cooperation. To climb from a team to a top team with the help of each other. Supported on request by a team coach. Step by step.

This enables a team to strengthen a
sustainably cooperating organisation culture.