team training in depth
Welcome to the world of
Team4Teams specialises in
In supporting cooperation
within and between teams, horizontally and vertically.
Our team training courses are 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 serious team training
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.
Workshop | Clinic | Training | Online course | Masterclass
With feedback, you build - purposefully and inspired - on the collaboration in your team. Sharing feedback requires a basic level of trust.
By appreciating what is going well in terms of 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.
Workshop | Clinic | Training | Online course | Masterclass
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 Collaboration.
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?