Team Development Programme
The Team Development Programme may follow the People Development Programme as a recommendation when the evidence shows the challenge sits in how a team works collectively rather than in any one person. The team is the client, and the work happens with the team as a whole.
When the Team Development Programme adds value
The Team Development Programme is appropriate when the challenge cannot be solved effectively by working only with individuals. The diagnostic lens is the team's collective effectiveness.
The challenge is collective
The difficulty shows up in how the team works together, so coaching individuals separately would not reach it.
The lens is team effectiveness
The diagnostic question is how well the team delivers on its shared purpose, not how capable each member is on their own.
The team owns the work
The team is the client. Members look at their own patterns together and decide what to change.
How an engagement typically runs
We start by collecting individual perspectives and culminate into a top priority theme to address.
- 01
Discover
Discuss and agree on the intervention objective and expected outcome.
- 02
Collect
Confidential pre-interviews with all team members to understand the situation from each perspective, and the Five Disciplines survey.
- 03
Coaching
One session brings forth the aggregated themes collected and identifies the top priority to tackle. Live sessions put commitment into practice.
- 04
Review
The Team Insights Report: anonymised observations and recommendations for the team and the organisation.
- 05
Follow-up
Check in with the sponsor after six months to check whether the resulting change has been sustainable.
The Five Disciplines
The work is guided by Peter Hawkins' Five Disciplines, which cover both what happens inside the team and how the team connects with the wider organisation.
Commissioning
Clarify the mandate. What the organisation asks of this team, and what success looks like for the stakeholders who depend on it.
Clarifying
Agree purpose, objectives, roles and ways of working, so the team is aligned on what it is there to do.
Cooperating
Look at how members work together day to day, including communication, decision-making and accountability.
Connecting
Examine the relationships with stakeholders outside the team and how the team engages with them.
Core Learning
Build the team's own capacity to reflect, adapt and keep improving after the engagement ends.
The changes we support your team with
These are intended outcomes rather than guaranteed results.
Greater alignment and shared ownership
Create clarity around purpose, priorities and responsibilities, so the team knows what it needs to achieve together.
More open and constructive conversations
Address tensions, challenge assumptions and have the conversations needed to move the team forward.
Stronger collaboration and accountability
Work more effectively across differences, dependencies and commitments, with greater ownership for collective outcomes.
Better decisions and team effectiveness
Build stronger ways of working that support clearer decisions, effective execution and the team's ability to adapt.
What a team engagement costs
€4,800
per team, excluding VAT
- Up to 12 participants per team
- Up to 3 teams per organisational engagement
- Typical duration: 3 to 6 months
- Delivered in English, Dutch or Portuguese
- Subject to coach availability
For multiple teams, each team has its own development focus and coaching process.
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