Strong teams are at the heart of every successful organisation.
They drive innovation, resilience, and a culture of collaboration. That’s why team development is a key pillar of organisational development.
Whether within a single team or across teams — when people with different perspectives and ways of working come together, friction is inevitable. But so is the potential for growth.
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Effective collaboration, and with it true co-creation, doesn’t happen by chance. It’s the result of intentional dialogue and clear agreements. Trust and psychological safety are the foundation: only when people feel safe can they speak openly, admit mistakes, and contribute new ideas. Reliability and mutual respect ensure that every team member can count on one another. Honest, constructive feedback helps identify blind spots and supports collective growth. And not least, teams need drive — a shared goal and the motivation to reach it together.
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I support teams on their journey towards greater clarity, trust, and impact — with a holistic perspective, psychological sensitivity, and a strong focus on solutions.
Project Example
Conflict facilitation between two managers and their teams
Goal: Shift Perspectives and Define Shared Goals
Two leaders were at the centre of a conflict that had been building up over several months. The root cause was a conflict of objectives — their teams needed to work closely together but pursued very different goals. Over time, this not only led to tensions between the leaders but also to increasing rivalry between the two teams.
The Approach: Fostering Greater Mutual Understanding
In my role as conflict facilitator, I initially worked individually with each leader to create space for personal reflection, to explore their needs, and to foster a willingness for change. In subsequent joint sessions, the leaders were able to open up, gain a better understanding of each other, and ultimately formulate shared goals — a crucial turning point.
At the same time, half-day workshops were held with both teams, providing an open forum to express concerns, tensions, and ideas. This ensured that employees felt heard throughout the process and remained able to work effectively.
Leading by Example
The shift in perspective at the leadership level had a positive impact on the teams. In a joint workshop with both teams, trust was rebuilt, misunderstandings were clarified, and concrete measures for future collaboration were developed. The leaders visibly took responsibility and set a strong example.
Sustainable Embedding
Four check-in sessions over the following year helped reinforce the new mindset: collaboration noticeably improved, conflicts of objectives were addressed early, feedback was communicated more openly, and solutions were developed jointly.
Outcome
A good example of how a deadlocked conflict can be transformed into a shared path forward.
How I support teams
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Team Development: Goal Setting, Collaboration, Finding Meaning
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Supporting new or evolving teams
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Team development after reorganisations or change processes
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Conflict facilitation
