Icon Team building Icon Communicating with style Icon Feedback
Icon Team building Icon Communicating with style Icon Feedback

Team coaching

Team4Teams specialises in
In supporting cooperation
within and between teams, horizontally and vertically.

Our team coaching is designed with
an (experiential learning-based)
practical approach, with unique
insights and depth. 
Tailor-made for every level of training.

Modern organisations have become complex.
Attention to cooperation
in and between teams makes all the difference.

Welcome to the world of team coaching

These are our team coaching programmes:

Team building
communication styles
feedback
Supporting cooperation
Scale of Cooperation
Systemic work in teams
Team in dire straits

What we don't do:

  • Team4Teams works on a practical experiential learning-based methodology. We do not give advice on organisational development or the ideal structure for your organisation. A team that works well together will do so in any structure.
    So (and this is advice) focus first on the teams themselves and their cooperation, an appropriate structure comes next.
  • We work with teams with a manager. So we are primarily a team coach for the team together with the manager(s). So our approach is not focused on leadership, but on collaborative leadership (by everyone).
  • Our team coaching pays attention to ownership and self-organisation. What the team can organise itself thus gains support from the team. We are not concerned with implementing self-management. That is an organisational development issue. We are concerned with team cooperation. Smarter, involved, with better results.
  • Do organisations still sometimes send their team leaders, executives and team managers on individual courses? First check whether it would not be cheaper (!) to organise a team day. By talking to everyone.about ownership and how to organise with more involvement ourselves as a team what is currently organised over their heads outside the influence of colleagues. A team coach will be happy to advise you.

Our team-oriented training courses

Often part of a trajectory

Communicating with style

The recommended follow-up in a team coaching cycle

Team training in communication styles makes team members see that each team member communicates with a focus in mind. Diversity in focus makes the team stronger once you learn to know and use each other's focus.
Through the focus of getting to know each other, opposites soften and thus team members gain a better understanding of each other.

Four communication training courses

Workshop | Clinic | Training | Masterclass

Masterclass in Communication

The best of communication training and more

Asking for, giving and receiving feedback

Asking, sharing and accepting feedback

With feedback, you build - purposefully and inspired - on the cooperation in your team. Sharing feedback requires a basic level of trust.
By appreciating everyone's specific efforts, recognising each other's qualities and acknowledging to each other that new steps can be taken, trust is further strengthened.

Feedback is a perfect follow-up to teambuilding and communication styles.

There is a lot to do about feedback. Light and breezy feedback, the feedback you thank the colleague giving the feedback for because immediate learning is visible, requires a basic level of trust.
In a team coaching programme, a team coach uses the Scale of Cooperation as a roadmap. The image below shows right away what it takes for feedback to 'stay away' from criticism and irritation.
It is the reason why we usually use team building first, working with communication, before feedback can actually be carried and practised.
All good things come slowly.

Team coaching with the Scale of Collaboration

Five training courses on giving and receiving feedback

Workshop | Clinic | Training | Online course | Masterclass

Masterclass Feedback

The best of feedback training and more

Scale of Cooperation criticism versus feedback

Criticism, a hint or feedback?

In all feedback training, we distinguish between criticism, a hint and feedback.
This distinction provides insight and makes a difference.

Because a lot of feedback is not feedback but a non-committal hint, without agreements on who will do what. By keeping it 'vague', no one is addressed and in doing so, you preserve space yourself. "We need to work better together!".
Everyone agrees, but no one shares what triggers or bothers them. No one takes the initiative.

And sometimes feedback is received as criticism. Those who get irritated, wait too long or are caught off guard give feedback in a way that makes it harder for the other person to receive it with a learning attitude! The irritation then contributes to taking the feedback personally. Everyone understands the difference. Some are more sensitive to it than others. In team training communicating with style you will learn more about this. How someone can properly receive feedback is best just discussed together sometime, for example in this team training.

For us, feedback is only feedback when it is clear where you want to go together and you grant each other something. As soon as you give feedback from an attitude of favour and with a clear shared goal, the other person can receive it learning and that's how you learn together of mistakes made. We use The Scale of Cooperation.

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Feedback or Feedforward?

In our field, there is discussion about feedforward and feedback.
Some colleagues opt for feedforward.
Feedforward is forward-looking in their eyes and in that future you can change something.
Feedback would focus too much on looking back,
by which you (in the other) mainly provoke annoyance...
Feedback thus takes on a negative colour. How meaningful is that?

Why we choose feedback Right arrow icon