Teams have their own rules and a special dynamic.
With the help of role plays, observation tasks and feedback we help you to make your team work more efficient and more enjoyable to intensify strengths, to learn from weaknesses, and to release potential.
It is crucial for success that not only the factual, but also the emotional level is considered. To achieve this, we often use dynamic group elements or leave participants with similar means (e.g. pictures, team line-ups) to show how the current situation and the “ideal team” should look.
At the center of the team development process is common sense – the self-understanding of the common objectives, tasks and roles.
The following questions are important in a team diagnostic, among others:
- How far have our work objectives and tasks been resolved?
- How do the individual differences in the working styles of the individual team members have an impact on the working day?
- Where should we focus on the development of cohesion and assumption of responsibility in our team?
- What is the distribution of roles?
A thorough diagnostic team will assist you in deciding on the use and the specific targeting of measures for team development.
Possible goals of a diagnostic team in practice:
- Understand the current situation of the team and gain information
- Fit into the team composition in terms of corporate strategy and objectives
- Institutionalise feedback as part of a comprehensive quality management
- Team-preference analysis based on MBTI
- Staff awareness of the intra-group processes
- Comparison of the team with other successful teams (bench marketing)
- Review of the effectiveness of measures of team development
Outdoor team building
A special service we have offered since 1992 is in the field of outdoor team development. According to the initial situation and objectives, we set, together with our outdoor trainers, an ambitious program for you.
Our outdoor teams are composed of qualified trainers and outdoor Oezpa psychologists and pedagogues.
In addition to experiencing the great outdoors, is the subsequent reflections and transferal to your work practice.
Group and team work
oezpa Ltd. supports the introduction of group and team work into your organisation. Existing group and team structures can be examined and optimised in terms of their efficiency.
Group and team members are qualified to work in teams.
Team coaching is used to optimise the work of teams in their “natural” composition in the workplace. Superior leaders are involved when it makes sense. It is drawn from the rich experience of the individual team members, and is used for the achievement of the objectives and results. Team coaching is limited, it runs centred on a theme and is result-oriented. Team coaching experiences the same difficulties of cooperation such as everyday work. These are deliberately “pulled out” to make them workable in team coaching. They can be analysed and processed with professional guidance to derive practical strategies for action.
The apparent inability to constructively deal with conflicts and problems, can lead to profound divisions within teams, departments, major organisational units and projects. A subliminal and frequently open boycott of individuals, or groups, interferes with the smooth running of daily business and requires energy, time and money. In addition to that, a poor working environment leads to motivation and energy losses, thus starting a problem cycle. To restore the ability to work, Oezpa helps you to understand the course of the conflict, to recognise patterns of action and to restore the team ability and working ability in systematic steps.
Typical questions for conflict resolution
- How can we review existing conflicts and the core conflict?
- How can we rebuild the working ability of the organisation systematically?
- How can we improve the intra-organisation in dealing with conflict?
- What are the conflicts associated with organisational contexts?
- How can we find and encourage common features?
Does your organisation have conflicts between two or more partners within a department or team, between departments, generational conflicts or conflicting goals? In that case mediation is as effective and purposeful as a structured solution- and future-oriented method. Mediation is Latin and means “intervention”. And that’s the point of Mediation – Mediation is based on a voluntary, self-responsible participation of all parties concerned. The aim of mediation is a self-determined, friendly, concrete agreement that meets the needs and interests of both parties. Because of consensual conflict settlement mental clarity occurs, the nerves of all parties are spared, friction loss is minimised so that energy can be focused on the tasks and challenges again. The coach has the same appreciation for all parties (impartiality) and negotiates as a neutral third party between the various parties in the conflict. He or she is responsible for the structured flow of the process and the mutual settlement of conflicts.