The facilitation during the team coaching sessions was stimulating and supportive; everyone had a chance to speak. There were good discussions and the sessions were very well moderated – I even learnt about a dialogue method that was new to me. The team gained new insights into what we should focus on and what we could do next. Overall: very good facilitation – many thanks!
Martin Rohner, Senior Project Manager, City of Zurich / OIZ
When is Team Development Appropriate? Typical Real-Life Situations
«Well-equipped for Change»
Anthony’s team has grown from 4 to 7 people over the last two years. Now a new project is being added, which is pushing the team to its limits in terms of resources. Anthony wants to organise his team in the best possible way so that it can cope with the many changes and so that existing staff can share their expertise more effectively with the new recruits.
«Empowerment, not Control»
Alice is the new manager of a team in which she has been working for the past five years. She would like to lead her former colleagues as an equal, so that the good team spirit is maintained. A shared team vision, common rules and greater self-organisation are intended to ensure that responsibility is better distributed and decision-making processes are streamlined.
«Breaking the Silence»
Bernard feels that the atmosphere in the team he leads has deteriorated significantly. When he raises the issue, he is met with nothing but shrugs. A colleague has hinted that his management style isn’t going down well with the team. Now his line manager is also putting pressure on him to get the problem under control – some team members have already complained to him about Bernard.
Your Goal is
- Employees who constructively help shape and support changes such as a change in leadership, new processes or new structures?
- Clear roles that boost efficiency, increase satisfaction and alleviate resource-related issues?
- Facilitated resolution of tensions, communication problems and/or conflict-ridden situations?
- Employees who think entrepreneurially, take responsibility and can make decisions locally, thereby taking the pressure off management?
- Greater trust within the team because members know each other better, difficult issues have been resolved and there is a common ground based on rules and team values?
Workshop Strategy and Goals for Your Team
A new year, new goals: Many teams use the start of the new year to clarify their direction. In a facilitated half-day or full-day workshop, we’ll clarify your goals and work together to develop your team strategy. Everyone contributes their perspective so that, in the end, we arrive at a commitment that everyone truly supports.
You'll leave the workshop with clear strategic goals for 2027 and specific next steps. Who will do what by when, and how will we know we're on track?
Possible Content
- Common vision and strategic goals
- Clarify priorities and responsabilities
- Explore context and stakeholder needs
- Specific Next Steps to achieve the goals
Why Katrin Lüthi and In Gang Beratung?
Very satisfied. I found the ‘breakdown’ of the issues surrounding our communication channels particularly helpful. The people who weren’t there were also taken into account. I thought that was a brilliant idea.
Sektorleitung Kantonales Amt
- Leadership Experience as a Team Leader, Project Manager and Scrum Master
- Experience in Leading on an Equal Footing (Agility, Self-Organisation)
- Large Experience with Change and Change Management
- Solid Educational Background (Language s Studies at the University of Zurich, Organisational Development at BSO, further Training in Mediation, Scrum, Solution-Focused Team Coaching, Trigon Methodology, etc.)
- A Rich Toolkit Ranging from Lego to Metaphorical and Creative Methods, right through to Good Old Post-Is
- I am passionate about selecting precisely the right, tailor-made methods that suit you, your team and your situation. For me, not every problem is a nail that requires me to use my hammer 😉
My Offer in Team Coaching and Team Development
Various methodologies and settings are possible for team coaching, depending on your requirements, objectives and the issues at hand:
- Longer-Term Support for more complex topics (e.g. six half-day workshops spread over a year)
- One-Time Workshops (Whole or Half-Day) for an individual topic (starting from CHF 2500 per half day)
- Sparring and Coaching Packages / Retainers for Leadership, for example for Communication Issues or Change Management
- Recurring Workshops for example Monthly 2-Hour Retrospectives as an Investment in your Team Health
Wie komme ich zu einem Angebot für Teamentwicklung?
1. Phone Call
In a no-obligation phone call or meeting, you tell me about the situation of your team and what you are looking for. That way, we can work out the best way to support you.
2. Proposed Approach
You will receive a detailed, transparent breakdown of the entire process, setting out what is to be achieved through each coaching measure. When designing workshops, it is essential to me that managers and the team feel comfortable with the methodology and setting (particularly when dealing with difficult topics).
Only now will you decide whether to accept the proposed course of action and whether you wish to work with me.
3. Collaboration Kick-off
Now we’re ready to get started. I make a point of having a quick chat with the clients before each scheduled session to ensure that the objectives are still on track. After every workshop, we hold a debriefing where we discuss together what we’ve observed and what the next steps might be.