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For teams in dire straits
When teams are in dire straits, the way they work together changes.
Restoring cooperation then becomes a theme
Tension, misunderstandings and frustration often cause people to fall into a pattern of increasing resistance. Problems pile up and conversations become increasingly fraught. Restoring cooperation usually requires more than one separate meeting: it takes time, attention and a safe structure to make space for trust and constructive cooperation again.
The programmes below have been developed for teams that are stuck or in dire straits. They bring clarity to what is going on, give words to what is under the surface and create step-by-step movement towards healthier, more open cooperation. With a combination of focus, support and practical tools, we help teams get out of survival mode, into a situation with more peace and then back to growth. We call this programme ‘restoring collaboration’.
Ask for an explanation
Restoring cooperation
with teams under pressure and with teams in dire straits
4-8 hours
Task & Team
The Scale of Collaboration
Restoring the roadmap to cooperation
The Scale of Cooperation gives insight and an overview of where a team stands in its cooperation. It gives language to a concrete situation and provides practical tools that a team itself can use to reach a higher level of cooperation.
Struggling
"And now it will happen as I say!"
A team can fall on hard times, it then becomes ‘survival’ for everyone. Survival has a price, but it is also a right. Going into battle creates resistance and annoyance, but may also be necessary out of injustice.
Too much pressure can lead to a sense of fear and insecurity and an atmosphere of divide and conquer, power and powerlessness.
Avoiding
"Said among ourselves..."
If you want to get away from a struggling situation, we advise you to first stop feeding the conflict. Counting to ten and distancing yourself is the first step. But note: distancing is avoided, no working together. Conflict remains a problem... Tension can easily rise again.
Cooperative
"Glad you wanted to say it,
here's something for me!"
Who cooperates and connects, creates trust. In good cooperation, attention is paid to both the task and the relationship. People value each other and there is mutual recognition of each other's needs. Mistakes are discussed and dealt with together.
Where does your team stand on the Scale?
The pressure is too high.
People experience deficits and lack.
Improvement is slow.
Good will is lost in consultation.
Feedback gives returns.
Agendas are aligned.
What can you do?
Bridging contradictions
Is confidence under pressure?
Do you want to overcome contradictions and put a period of conflict behind you? Then ask for team coaching. A warring team experiences that alignment no longer works, outside help is needed to break the stalemate. Annoyance destroys more than it can heal again. A team coach aims to teach a team to turn problems into opportunities themselves.
A switch from thinking in difficulties to thinking in possibilities first requires distance from the conflict. Sometimes it is necessary to put 'everything' on the table first; with a few ground rules, this works. This gives air. The team then searches for a higher common goal and explores where team members can find positive energy. This process requires space and time. The result is a new perspective. No one expected that yet.
The trigger was annoyance. In the middle phase, the annoyances soften, but the positive ‘drive’ to be motivated together does not come naturally after that. This is the most exciting moment in the process of team coaching (also for us). Is this team taking a step towards becoming a learning team, by addressing each other in a way that appeals to the recipient?
Increasing efficiency (of consultations)
Are there any motivation issues?
Talking about and talking to can both be positive and lead to advice. However, when a team is in a stalemate it does something to motivation. People talk about a dilemma for a long time, but no one ties the knot and progress is stalled.
A team trainer supports team members to become honest with each other in addition to being kind. Those who are honest in contact with the other become vulnerable. You can only afford that in a situation that is cooperative and where, by being bold, you increase mutual trust and the resulting cooperation. The theme here is: how can you grow from a disengaged culture, lacking motivation, to a cooperative culture that energises everyone?
Scoring under pressure
Feedback light and airy -learning- asking and giving
Addressing each other in a learning way is natural in your team. Yet sometimes the team falls back into old behaviour. Then feedback training is great. The training reinforces what is already going well. The team does its own securing in the following weeks in the workplace. With the Borgbox, key persons receive support. Team growth thus proceeds step by step.
Periodic maintenance of cooperation helps to accelerate a team's growth. Every top team has a lot of practice behind it and continues to train. This is true not only in sports. Well-cooperating teams know that. With this training, your team will learn to score under pressure.
