focus on teams

From the foundation of the mission - or the one that is set up together - strategic objectives are set with the necessary skills linked to them. The qualities and enthusiasm of the team members are adjusted accordingly to finally see which concrete actions lead to the goals. The result at the end of the workshop is documented agreement about mission goals and actions

Together with your colleagues, you - based on vision and strategic goals - coordinate project plans, priority criteria and actions. At the same time, you will look for sources of loss of time and energy - i.e. potential profits -, frustrations and obstacles in order to structurally work with them constructively, towards even smoother cooperation. Task- and people-oriented

Have you ever held a meeting about meetings? Starting from the TOP5 frustrations - pain - you specifically search for/get solutions and techniques - fun - and make agreements about this that you will immediately follow up and integrate in the next meetings on the way to shorter and

Knowing the problem is half the solution! Or even; it is better to half solve the right problem than to solve the wrong problem completely. In all our haste and drive, we sometimes solve symptoms instead of the real underlying cause. In this workshop, you will practice a number of methods that, on the one hand, investigate the deeper cause/causes of more complex problems and - on the other hand - immediately provide insights into the solution, so that you can focus on what works structurally in the long term. The starting point is your own recurring and frustrating situations!

One of the bigger frustrations, energy and motivation losers is bad decisions, employees report. In this workshop, decision methods are practiced that you can apply in practice the next day. You will also learn how to choose which form is most effective for which topic and how to significantly increase the chances of strong decision-making and continuously improve, even in complex situations.

In this very dynamic, sometimes exciting and, above all, connecting team process spread over different workshops, the group discovers which growth phase -Tuckman- they are in and decide together what further team development -Lencioni- is necessary is in reach. Definitely starting from understanding each other, it builds on trust, towards open and appreciative communication and giving and receiving feedback! -, dare to discuss conflict, include commitment, appeal to accountability, towards effective results with genuine and transparent teamwork and an agreed action list as a lever

This short, highly interactive workshop - roll up your sleeves! - starts around a focused theme that the team wants to tackle, wants to improve, e.g. customer or result orientation, cooperation in general. With the positive and inspiring method of appreciative inquiry, we then go into corner work and plenary presentations and explore where we are already strong, where we would like to end up and what we need to decide and do in order to do so. At the end of the workshop, the enthusiastic employees have a clear action list for further implementation

Playing and laughing, the different personalities and communication styles that are represented in the team are reviewed. With their qualities, pitfalls, allergies and challenges and how best to deal with each other. Feedback is given and received in a fun and slightly confrontational but unmistakable way, a charter is signed with everyone's commitment to respect and speak the other person's language and, at the end, we compliment each other out. Fun but... effective!

Good communication is the oil between the team radars! In the workshop, colleagues learn in a fun and appreciative way - in court! - know their blind spots, qualities and pitfalls. Supported by scientific insights and various techniques, they give and receive concrete useful feedback to and from each other, learn how to deal with resistance and conflict, towards more insight into themselves and strengthened for an even better culture of contact

Who has what role in our team, both officially and unofficially? Do they fully match who they lie? Are there qualities that we are missing out on? And which roles are plentiful, which are we missing in our team to fully carry out our assignment? In a fun, active workshop, we discover everyone's natural preferred roles, you get insight into the dynamics of team roles, you learn how to use the team power of diversity, with the result: an even more cohesive, efficient and motivated team that achieves its goals more effectively and

Changes can go in at least two directions. And you really don't want to sit in one of them. In this workshop, you and the team go through the change cycle, you have an ear for each other and are task-oriented and people-oriented, you research and listen understandingly to objections, resistance and potential conflict in order to work together. The end result is a team free from subcutaneous tensions, a clear plan of action and a different view of change, necessary for further transitions and transformations

It is better to half solve the right problem than to solve the wrong problem completely. In all our haste and drive, organizations often treat symptoms instead of the real structural underlying cause, so that problems appear temporarily resolved but return later - usually in an emotionally worse form -. In this team workshop, we practice with methods and techniques that simultaneously investigate the deeper cause/causes of more complex problems and also provide constructive structural solutions. In addition to having reviewed your own cases, the end result is also insight into cause-effect and

Sometimes organizations want very focused, short workshops and sessions for their employees that can be applied immediately in practice. Read on for some of the routes that have been completed.

Countless public institutions, multinationals, and professional SMEs are constantly looking to support their employees with regard to time management, from inspiration sessions over one- and multi-day time workshops to larger projects. Read on for a few examples.

Result-oriented organizations that want to permanently support the behavior of their employees, at the same time experience a noticeable difference and free up a budget for this, often seek to train and work organization-wide. Read on for a few concrete processes, if they came to OOOOOOO.

The top 3 of time consumption in organizations invariably includes meetings. If you achieve results here, you will not only save time, but also strength and... good mood. Read on for a number of concrete processes.

Many strategic, team development and high performance processes have been reviewed at OOOOOOO over the past decades. Often a few days of residential on-site at home or abroad, but shorter on-site sessions around specific topics or pain points are also tackled. Topics include strategic and planning sessions, group dynamic team collaboration, conflict & communication, change and merger processes, etc. Read on for a number of concrete cases for management teams and other departments of organizations, whether anonymous or not.

When an organization's management team works together or training is carried out organization-wide, you can really make a difference on a larger scale! Especially if you have been involved with an organization as a trainer, coach, observer, facilitator-process supervisor or even as an expert or mentor for several years, you get the opportunity to taste the organization, make connections and remain neutral at the same time. The Valhalla for a better world, even better than sitting on the board because you just feel the organization, from which adjusting and supporting really becomes a joy to achieve results. Read on for a number of concrete processes.

Not everyone thrives in or benefits from training. Sometimes there is a need or need for personal guidance: completely customized, your own pace and unique situation. Focused attention creates greater safety where people discover, feel, work, learn, grow and process at a completely different level. Often psychological and existential, from who you are as a professional and as a private person. Wishes, frustrations, barriers and skills are included and integrated into who you are, which significantly boosts self-knowledge and self-esteem. Read on for some concrete experiences.