02 · Teams

Good people don’t automatically make a good team.

Strong collaboration doesn’t come from good intentions, it comes from deliberate design. I work with you on the three biggest challenges of new work.

Specializations

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Three specializations

I work with you on the three biggest challenges of new work.

Hybrid & remote teams

Distance eats connection unless someone actively counters it. We build rituals, communication norms and trust structures that hold across distance. That draws on my research on the new world of work at TU Wien, moving an education center from classroom to remote teaching, and refurbed’s shift into a highly successful remote-first organization.

Cross-cultural teams

International teams have more perspectives and often more friction. We make cultural differences discussable, clarify expectations and use diversity as an advantage. At the center: mutual understanding, psychological safety and shared team norms.

High performance & psychological safety

Teams perform best when roles, tasks and expectations are understood by everyone, and when nobody has to be afraid of saying the wrong thing. We create rooms where people argue productively, give honest feedback and commit to decisions.

Themed team workshops

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Workshops that start where your team is

Every workshop is adapted to your situation. These building blocks have proven themselves:

Team performance and collaboration

The five dysfunctions of a team as the frame: where does your team stand, what’s the next step? Personality and role profiles build a shared understanding of individual working styles.

Communication and feedback

The four-sides model to decode misunderstandings, the pyramid principle for clarity. On that base we establish a feedback culture built on Radical Candor: honest and kind at the same time.

Belbin team roles

Nobody is perfect, but a team can be. We establish a shared language for behavioral strengths, spot gaps and overlaps, and assign work by strengths.

Conflict resolution and team norms

When things already grind: understand the causes, make tensions discussable in a moderated setting, and develop shared norms that hold.

Understand first, then change

No off-the-shelf workshops. I talk with you as the lead beforehand and, depending on the setting, with individual team members. Then I design a format that starts at your team’s actual dynamic. Afterwards there are concrete agreements and, if you want, a follow-up session so the change reaches everyday work.

Half-day to multi-day On-site or remote English & German

Team day & retreat

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Team retreat & offsite

One or more days out of the daily grind: taking stock, honest review, priorities and binding agreements for the next stage. I moderate so everyone gets heard and the outcome is more than a good feeling.

Team day

Shared experiences are the frame, real conversations are the goal. A team day that builds connection and, along the way, shows how your team actually works together.

Tailored

Your topic, your format

Not every challenge fits a standard format. Half-day workshop or multi-month program, on-site or remote, a handful of leaders or the entire management team: we clarify the need, define goals and build the format around them.

Tell me about your team.

In an intro call we look at your situation and whether a workshop is the right tool. Sometimes it’s something else, and I’ll tell you that honestly too.

Book an intro call