Team4Teams has no residential locations of its own. Our coaches live in the Netherlands and Flanders and accompany your team at the accommodation location of your choice. This is therefore also possible Incompany.

We recommend good venues to you to suit your budget.

• Here you will find team training locations in the Netherlands
• Here you will find team building locations in Belgium

A scouting location or sports club with a food truck is of course also possible.

What we need is a spacious venue and (if desired) a grassy field located in the lee.

We see team development primarily as a process. An attractive team exercise and also a substantive contribution are not the goal but a means. The team and its development are central.

This can be done live in a group on location and just as well partly/hybridly online.

The assignments are substantive, attractive and fun to do. We choose them with care: what does this team need right now to move forward? What is going on, what does the team want to work on, what does the team want to explore? Confidence? Leadership? Overcoming contradictions? Cooperation? Creativity? Perseverance? Dealing with diversity?

The strength of the programmes lies in the positive experiences and reflections. There is also always a translation to the work situation. What do participants resolve to do with the day's experiences?

Once the team starts working after the team day, we speak of 'embedding'. With embedding, the team day has a long-term effect! We can support this process, ask us about the possibilities.

Yes. In our programmes, it is paramount that everyone can participate. Everyone is a member of the team and thus gets a role. So this also applies to colleagues with disabilities, whichever they are.

Consultation in advance allows us to tailor well to the group.

Team4Teams provides programmes to take cooperation in and between teams to the next level. Online, outside and inside. Coaches support - step by step - a growth process towards better cooperation. Literally: team-building. Having fun in our activities is also an important feature, positivity and the Scale of Cooperation as roadmap help make change a reality.

Team assignments reveal how the group functions. Discussions about this naturally contribute to team growth. The more often you return to it at work, the more effective the team training will be, our contact person for the group is guided in this.

And sometimes a team is in dire straits, there is too much pressure to be challenged (playfully and substantively). You will recognise these groups because they are 'don't have time for this nonsense', or by irritation: 'Who says we don't work well together?'

Realise that:

• in a cooperative team precisely a lot of attention is paid to cooperation because everyone knows that paying attention to cooperation makes all the difference.
• in a discontinuing team the need is denied, or declared non-committal: 'we need to work better together', everyone nods 'yes', but no action is forthcoming.
• in a struggling team irritation is over raising the issue of cooperation. 'No time for that!' There is also hidden fear. Everyone makes mistakes (including in guiding this team) but no one wants their mistakes to be visible. Which seriously delays a learning effect, fails to materialise or turns into accusations to each other becomes visible. While it is in these teams that the greatest learning effect can be achieved.

In a team in dire straits, there is 'something in the way', a deficit or lack. We usually start with resistances in the group in an initial session. We then guide a team to make results visible several activities at a time. And start with (individual) conversations in which the question 'what do you need to function well in this organisation?' is central.

• At a route we see the most team growth.
• The follow-up activities 'securing' the new team spirit.

(Re)finding the human touch, addressing each other effectively, being able to come to each other (even if you have made a mistake), feeling like a real team, is the ultimate goal of our support. We can let go of a team again when it yields independently continues to increase.

The return on this is so great that our costs are dwarfed by it. Return on investment through more fun at work (less absenteeism, departure of good employees and more attachment to the organisation, faster decision-making, more creative input, open culture, smooth change processes).

Our supervisors have at least HBO thinking level and are all driven and enthusiastic. Thus, they bring a pleasant atmosphere where there is fun, safe and high-level cooperation. 

An able team trainer Combine fun with discussing desirable behaviour. What helps and what doesn't?

An experienced team coach can also make team processes visible and is able to tailor assignments accordingly on the spot. Reflections challenge your team to team growth. A team coach is the perfect choice if team development is your goal.