En Ru
Team Booster
Developing the team to reach new ambition.
If your team has lost effectiveness and you feel:
  • Disengagement, and lack of team spirit is hindering development
  • The purpose of the work is lost, motivation and involvement are reduced

  • Toxic emotions and behavior are draining a lot of resources.

And you aim at:
  • Increasing the team's control
  • Overcoming conflicts and improving the ability to co-operate
  • Achieving greater inclusion and less dependence on individual
  • Bringing roles in line with new challenges and tasks
  • Aligning objectives, vision and the meaning of the work
  • Transitioning from fragmentation to integration and integrity
we recommend
the Team Booster programme
the process of work:
  • -1-
    Diagnostic stage (online): interview, assessment, session

    The diagnostic stage allows you to assess the state of the team and generate key topics to focus on in team coaching.


    It may include:

    • Individual interviews with leaders and team members
    • Observation in team meetings
    • Using the results of an in-house assessment (e.g. existing company 360)


    The first team session becomes the place to discuss the results of the diagnostic and clarify coaching objectives.

  • -2-
    Team development through team sessions

    Team coaching sessions are focused on a pool of tasks based on the results of diagnostics.


    Online regular sessions (weekly/monthly) or face-to-face work with the team (2 days).

    The number of sessions depends on the number of team members and work tasks (the average is 6-8 team sessions).


    The sessions focus the discussion on business objectives and how current communication and cooperation supports or hinders those. Sessions are based on:


    • the BART framework (Tasks, Roles, Authority, Boundaries)
    • Role negotiation (‘Role Negotiation’ and ‘Role Analysis’) methodologies
    • Exploring the history of team development in the past and its connection to delivering results today and in the future
    • Developing the action and change plan with the distribution of roles and authority
  • -3-
    Follow-up sessions and support for change

    Several sessions, online.


    We recommend follow-up sessions within a few months of team sessions.

    The result is an increased ability of the team to make changes and to track their own resistance or dynamics, and support themselves from turning back to old practices.



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