How to build high-performance teams
We work with clear principles, values and methods. In this, we combine System Coaching and Agile Coaching into a holistic, people-led approach.
A question of BELIEFS
With BELIEFS, our Team Maturity Growth Model, we support companies step by step in building and developing high-performance teams. The BELIEFS Team Maturity Check is divided into six areas (Bonding, External Processes, Learning, Internal Processes, Followership, Strategy & Vision) and lays the foundation for effective team coaching.
We use it to measure agile performance at the team and/ or organizational level and evaluate the areas that prevent teams from reaching their full potential. Based on this, we decide which tools to use for our coaching and when to use them.
Bonding
Good interpersonal collaboration is essential for strong team performance. Respect, trust and open interaction are the foundations for a high-performance team. To achieve this, we work successfully with the following tools:
Trust Culture
A strong culture of trust is one of the most important components of a corporate culture and is just as fundamental to long-term success as transparency and regular feedback.
Psychological Safety
Psychological safety describes the level of safety that team members feel when it comes to speaking unpleasant truths, admitting mistakes, and showing vulnerability and insecurities to each other.
Conflict Management
Conflict management is the competence to resolve conflict situations between people in a positive, productive and clear way. We apply various solution-oriented strategies and techniques from the fields of communication, mediation and coaching.
External Processes
Successful teams have good stakeholder management and a good connection to their customers. A balance between internal and external alignment is critical to performance. To achieve this, the following tools are used, as needed:
Design Thinking
This method helps to rethink business models in order to develop ideas and solve problems from the user’s perspective. It promotes collaborative creativity – often with very unconventional ways in interdisciplinary teams.
Stakeholder Management
This involves developing a management for the expectations and requirements of these stakeholders. We identify and analyze stakeholders and systematically plan communication and engagement.
Demand Management
Demand management is a process that systematically, completely and in a structured way records and selects which demands are to be implemented via projects from the business units and the IT area.
Learning
Team learning is an important building block for continuous improvement of the team and the organization. High-performance-teams take enough time to learn, but also to unlearn obsolete habits and routines. To develop appropriate routines, we resort to the following tools:
Agile Learning
Agile learning means taking a continuous approach to learning and focusing on speed, flexibility, and collaboration. This involves applying effective project/product management processes to the world of learning.
Feedback Culture
A strong feedback culture is characterized by mutual trust. This involves employees across hierarchies and functions giving each other regular feedback on their performance, behavior and impact on others.
The Three Pillars of Empiricism
Knowledge is created through experience. Decisions are made based on facts. Scrum is a risk management concept. Three pillars form the foundation for an implementation of empirical process control: Transparency, Inspection and Adaptation.
Internal Processes
For the development of High-performance-teams, good interaction and optimal understanding of internal processes are essential. Often, in a major change management initiative, processes and structures need to be readjusted or redefined. Optimal tools for this are:
Agile Framework
It consists of a set of rules, processes, roles and practices that enable an agile way of working in project management and product development. It provides a clear structure and approach for using agile methods in an organized way.
(Agile) Target Operating Model
The (agile) Target Operating Model provides a high-level representation of how an organization can best be organized to more efficiently and effectively implement and achieve the business strategy or vision.
Roles & Responsibilities
A clear distribution of roles in the team promotes collaboration and enables more efficient project execution or product development.
Followership
An important building block for good team performance is a good leadership culture. It is about creating an environment in organizations where teams can work together effectively. The core task of a team coach is to make the leadership team aware of the importance and impact of their work and behaviors. To do this, we use the following tools:
Leadership Coaching
Coaching for leaders is a consulting format in which coachees (leaders or clients), through the support of a coach, learn to perceive their own competencies and develop the ability to sustainably align them with their own goals.
Transformational Leadership
This form of leadership is characterized by a distinctive role model function and inspiration. As the name suggests, this leadership style is intended to influence the behavior of employees.
Servant Leadership
Servant leadership is an attitude of managers that is oriented toward the needs and interests of employees.
Strategy & Vision
Crucial for an inspired and motivated team is an overarching shared purpose for their work. We focus on purpose and vision: the WHY. When personal and collective ideas overlap, a high degree of connectedness is created within the team. We use the following tools to ensure that everyone in the team is pulling in the same direction:
Golden Circle
(WHY, HOW, WHAT)
The Golden Circle is a question-based communication model and leadership tool. Used as a method, it is helping more and more leaders to communicate knowledge in a very structured and therefore comprehensible way.
OKR Method
(Objectives & Key Results)
OKR is an agile framework for setting goals in organizations. Properly applied, the OKR method can lead to greater transparency, alignment, focus and agility in your organization.
Product Strategy
Product strategy is where an organization sets the plan to define the vision for a product and identify how that vision will be realized. It is created with the big picture of a product in mind and helps companies justify why their product should exist and the benefits to users.
Let’s work together!
Say Hi!