Team Development
Team development is about optimizing inter- and counteraction and developing a practice where several people work together and support each other in solving the common task.
You should choose Zephyr Consulting because:
We continuously measure the effect of the efforts
The good team performance
Each member must achieve a state where they know how to help the team to deliver the best possible results. To achieve this, we work with both professional and personal skills. Through cognition and reflection, the focus is on strengthening shared learning and development. Collaboration, like a muscle, must be maintained and trained to maintain its strength.
Our team development activities are a mix of tests (five behaviors, personality-& team profiles), theory, practical exercises and assignments combined with “Playful Learning”. Playful Learning is used because this approach is often the crucial difference between passive knowledge and value-adding behavior change.
One our most used tools within Playful Learning is the LEGO® SERIOUS PLAY® method. The method is a recognized and proven tool for strategy development, innovation and team development, etc. The method has been developed at LEGO® Company in collaboration with leading researchers within strategy and organizational behavior. The tool makes use of the diversity of the LEGO® brick. LEGO® elements therefore function as three-dimensional models of business issues and challenges. Research shows that when we use our hands in a creative process, we express our thoughts and ideas in a more precise and nuanced way. This means that they are easier to understand and remember.
Team personality profiles
We use e-stimate personality profiles to put together the right team and to increase focus on strengths, performance and efficiency. The profile is used because it is very easy to understand and easy for people to incorporate into their everyday life. Learn more about e-stimate here: https://www.e-stimate.com/
We especially work with topics such as: trust, ability to handle conflicts, mutual commitment, accountability and focus on results. Strong teams are very good at focusing on these topics.
Our focus on creating a positive change means that we ALWAYS measure the temperature of team collaboration before, during and after the activities are completed. At the same time, this allows the individual manager to prioritize the efforts,
We have a comprehensive theoretical toolbox, which, combined with many years of practical hands-on experience, helps us to use the tools that have the most impact in the current situation.
Our team development process is ALWAYS adapted to the individual company / organization’s current situation and challenges. Therefore, the investment can have a positive impact early in the process.
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This is how we work
1. Clarification of Needs
The process starts with an initial meeting where we clarify your current situation and what you would like to achieve. This allows us to get a picture of where it is most important to focus. For us, it is important that you as a company get a solution that is worth the investment and can be felt even after we have finished the task. Normally, we’ll return with a proposal for solving the task within a week, after which we agree on the further process.
2. Agreement
Once we agree on the scope of the agreement, we begin to define:
- Purpose
- Success criteria
- Scope (duration, participants etc.)
- Types of measurements (team/department, happiness at work or employee satisfaction measurements)
- Follow-up and feedback (usually we will have 1-2 feedback meetings during the process)
3. Evaluation
The process concludes with an evaluation meeting.
The purpose of this is multi-faceted:
- To check if success criteria are met (we always measure before and after)
- To obtain feedback on our performance.
- To provide feedback from our side on any observations that may have relevance to the organization going forward.
We believe in continuous improvement as a means of staying ahead.
Finally, we agree any follow-up activities.
