Team coaching: improving collaboration in the long term
Imagine a team that works together instead of side by side.
Where every voice is heard, conflicts trigger development and common goals are clearly and bindingly supported. This is exactly where our team coaching comes in. We accompany teams over a longer period of time and create space for honest reflection, clear agreements and tangible changes in the way we work together. This is not about short-term impulses, but about sustainable development – about more clarity, trust and joy in joint performance.
In team coaching, we work with what is there: with the people, the roles, the goals and the dynamics of the team. Our systemic approach is participative – everyone is actively involved, contributes their views and takes responsibility for the solutions that they develop together. This creates commitment to what is created in the process – and change becomes possible from within.
Team coaching strengthens communication, promotes personal responsibility and makes potential visible. Teams learn to resolve conflicts constructively and to make and support decisions together. The result: more energy, motivation and cooperation that works – even when things get challenging.
We find team coaching to be most effective in person – because trust is created through personal encounters. If this is not possible, we design interactive online formats that make it possible to experience closeness and participation in the digital space.
Imagine a team that works together instead of side by side.
Where every voice is heard, conflicts trigger development and common goals are clearly and bindingly supported. This is exactly where our team coaching comes in. We accompany teams over a longer period of time and create space for honest reflection, clear agreements and tangible changes in the way we work together. This is not about short-term impulses, but about sustainable development – about more clarity, trust and joy in joint performance.
In team coaching, we work with what is there: with the people, the roles, the goals and the dynamics of the team. Our systemic approach is participative – everyone is actively involved, contributes their views and takes responsibility for the solutions that they develop together. This creates commitment to what is created in the process – and change becomes possible from within.
Team coaching strengthens communication, promotes personal responsibility and makes potential visible. Teams learn to resolve conflicts constructively and to make and support decisions together. The result: more energy, motivation and cooperation that works – even when things get challenging.
We find team coaching to be most effective in person – because trust is created through personal encounters. If this is not possible, we design interactive online formats that make it possible to experience closeness and participation in the digital space.
Typical occasions for team coaching
Team coaching is always worthwhile when something changes – people, tasks, structures or goals. It supports teams in gaining orientation, building trust and becoming capable of acting together again.
Whether in the initial phase of a new team or in the middle of a challenging situation: team coaching creates clarity, connection and new energy for what lies ahead.
New team composition
…for new projects, tasks or management changes, team divisions, when new roles are assigned or responsibilities are changed.
Conflict Resolution
…for open or subliminal tensions, misunderstandings, intercultural challenges in international teams.
Phases of the transformation
…through growth, digitalization or restructuring, when change processes trigger uncertainty or resistance.
Declining productivity
…due to unclear goals, roles or tasks, a lack of coordination and trust, unused potential or redundancies in competencies.
Ideally, we support teams right from the team-building phase in order to lay the foundations for productive, open collaboration from the outset. In practice, we are often called in when tensions are already noticeable – even then, team coaching can have a powerful effect and bring the team back into balance.
What happens in team coaching: Every team is different – and so every coaching session is unique. Our work does not follow a rigid method, but a clear process: observe, understand, clarify, change. This results in joint solutions that work because they come from the team itself.
Possible contents in team coaching:
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Clarify goals: define common and individual goals to create orientation and focus.
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Making strengths visible: recognizing and using individual skills and potential.
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Improve collaboration: Design roles, tasks and responsibilities in such a way that they are sustainable.
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Optimize communication: establish an open feedback culture and clear team rules.
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Resolving conflicts: developing constructive strategies to end frictional losses.
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Strengthening a sense of unity: Deepen relationships, promote identity and cohesion.
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Mastering challenges: building resilience to remain capable of acting even in crises.
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Introduce digital and agile working methods: Strengthen flexibility, speed and self-organization.
Team coaching means learning together, taking responsibility and rebuilding trust. This creates a team that not only works – but really works together.
Effective moderation & psychological security in team coaching
In team coaching, we first create space for trust – in each other, in the manager and in us as coaches. This atmosphere of psychological safety is the basis for ideas, questions and also uncertainties to be expressed openly. This creates a framework in which honest exchange, clarity and joint learning are possible.
We moderate team coaching sessions impartially, in a structured manner and with a tangible presence. We listen carefully, ask the right questions and guide the process so that understanding grows and solutions emerge from within the team. Our systemic coaches bring many years of experience in coaching, organizational consulting and change processes – combined with sensitivity, humour and professional calm. We support teams in making tensions visible, deepening trust and redistributing responsibility – step by step towards more openness, self-efficacy and shared strength. Would you like to know more about how we at Coachingwerk think, facilitate and support systemically?
A typical team coaching process
1. preparation – creating clarity
In the preparation phase, we lay the foundations for a successful coaching process.
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Clarification of the assignment: In a preliminary discussion, we gain a clear picture of the initial situation – team dynamics, challenges, expectations. Managers and HR managers are often involved in order to define the framework together.
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Kick-off with the entire team: Together with all team members, we analyze the current situation, identify stumbling blocks and formulate concrete goals. Every perspective is heard and given equal weight.
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Goal formulation & process planning: The team develops its own measurable goals, which serve as a compass for the coaching. On this basis, we create a customized concept that includes the process, methods and possible additions such as individual coaching or mediation.
2. implementation – shaping cooperation
The workshops form the heart of team coaching. This is where movement, insight and change occur.
- Interactive formats: We rely on varied, visually and dialogically appealing methods that promote exchange and participation. This creates a sense of unity and a shared understanding of the process at an early stage.
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Introduction & goal alignment: We start with a brief review, clarify the goal for the day and create a clear focus.
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Warm-up & activation: Short, activating exercises help you to arrive and build up energy.
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Reflection & exchange: The team reflects on successes, obstacles and learning experiences – openly, honestly and appreciatively.
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Topic work: In small groups, the participants develop solutions using tried-and-tested methods (e.g. retrospectives, SWOT, “way-from-here” analyses). The results are then reflected on together as a team and a consensus is reached.
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Practice & transfer: Exercises and discussions make solutions tangible and support the transfer into everyday life.
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Conclusion & outlook: We summarize results, measures and responsibilities. A feedback round concludes the workshop and prepares the next step.
3. follow-up – ensuring impact
After each workshop, we document the results and ensure the sustainability of the process.
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Documentation: We create a clear photo protocol with results, measures and agreements.
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Transfer support: We support the team in implementing what they have learned in their day-to-day work – step by step, with a view to effectiveness and continuity.
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Anchoring: Together with the team, we plan how positive changes can be maintained in the long term. In this way, the new collaboration becomes part of the team culture.