We understand how to develop teams, what makes them tick and what is important. We use analytical tools, experience, empathy and clarity to ensure targeted productivity and cohesion:

• Team-Start
  When a new team is formed, the time for a team start is well invested. The team members get to know and understand each other, and communication is put on a good footing right from the start. This allows potential and skills to be identified at an early stage and utilised in the best possible way for the joint tasks.
• Team-checkup
  Even successful work teams regularly need a pit stop to be able to go full throttle over long distances. Because important issues take time and are overtaken by more urgent ones in everyday life. Regular team development therefore does not need a specific trigger, but entrepreneurial foresight. Reflecting on cooperation, working on the team culture and looking at hidden potential increases team cohesion and efficiency.
• Conflicts in the team
  Disputes are often necessary to find good solutions, but some conflicts block precisely this process. The quality of the results then decreases and dissatisfaction in the team increases. Team development is essential so that the causes can be worked out and clarified rather than recurring symptoms being combated.

• New leadership in the team
  When a new manager takes over, there are many expectations associated with this. From employees, predecessors, the company and, of course, the new manager themselves. These expectations need to be clarified early on, because the “beginning sets the structure” and the “first 100 days” are an important basis for lasting success. So that the “newcomer” is not just introduced but becomes a manager.