We help your team to improve motivation and communication, resolve arising conflicts at the earliest time and prevent stagnation. Together we work with you on team topics such as agility, leadership or change management.
BITOU Active Modules
Learning means experience. With the help of stories and simulations, our brain is able to store what we hear and to anchor knowledge more easily. Our active modules make use of our brain’s learning behaviour: topics are worked on in an experiential way, communicated effectively and quickly, and deepened with the help of our qualified team trainers.
BITOU Active Modules
We measure and analyse team key figures such as motivation, communication, willingness to cooperate, flexibility, responsiveness, ability to adapt, team performance, conflict resolution potential, satisfaction, or role distribution.
As an impulse for a team development process, to provide faster access to a specific topic and to align your team towards a common goal.
To analyse your teams or individual departments performance Possible topics include communication skills, ability to adapt, and effective use of resources.
As an analysis and simulation tool for the start-up, merger or planned further development of your team.
As a reflection and refinement tool for performance, cooperation, motivation and bonding in your team.
Each of our activity modules cover specific developmental needs related to the topic of teamwork. Next to our active modules it is above all our team trainers who support you with their experience in the industry, their expertise and dedication. Our trainers are the experts in their field – they are skilled in a range of team development methods and topics that will move your team forward in a lasting and sustainable way.
The reasons for disharmony and blockages in a team can vary. Perhaps team development is not going as desired because communication is not correct? Perhaps responsibilities are not clearly assigned? Why a team is not developing as desired usually has to be uncovered first. Our team analysis will help you to determine what might be blocking your team on its way to greater efficiency and success.
That’s why at BITOU we focus on individual solutions for team development that are tailored precisely to the needs of your team. This gives us the opportunity to provide you with specific instructions that can be used to improve team performance. However, our active modules are not just about what may be going wrong. We also try to uncover together what undiscovered potential could still be awakened. After all, there is always room for improvement, even in terms of team development – and our experienced team trainers will be happy to help you.
The term team development describes a dynamic and time-varying process that a team goes through from its formation, through cooperation in everyday working life, to its dissolution. The team establishes rules and guidelines in the course of or at the beginning of the collaboration in order to achieve its goals effectively and efficiently.
However, the term team development can also be defined as a qualitative increase in the group in terms of performance and service provision. This is because every team has the potential for measurable positive development, depending on its area of responsibility and composition.
Team development is characterized by a sensitive dynamic that can be jeopardized by obstacles such as detrimental behaviour on the part of employees or managers. (e.g. through unclear communication, “sensitivities”, etc.). This can not only lead to difficulties within the team, but also to economic damage for the company.
Structured and tangible team development can turn individually skilled employees into an effective and well-functioning team that works together extremely productively.
It is above all the soft skills that can be significantly improved with team development measures:
Team development activities provide additional impetus to accelerate the team development process and make it a tangible experience.
Employees are increasingly leading joint projects to success in hybrid, interdisciplinary teams. International collaboration and the use of agile methods are on the rise. For teams, this means clear tasks, roles and functions are just as important as a high degree of flexibility and an understanding of complexity. In order to fulfill these tasks, teams today are often made up of experienced experts and young talents, analysts and creatives, dominant and harmonious individuals. Successful team development means bringing all these different employees together in such a way that teamwork really works and the teams become high performance teams.
In the first step, team development is the task of the manager and the team itself. Nevertheless, the support of an HR team should be considered in order to optimally accompany and drive the process forward. Internal or external consultants can play a valuable role here. Neutral individuals can be particularly useful when teams are undergoing personnel changes. The expertise of trainers can bring new impetus, methods, structures and specialist knowledge to the further development of teams, regardless of whether they accompany the teams over a longer period of time or provide selective support.
Specifically, HR and external consultants/trainers can support team development with the following contributions:
It is important to remember that external support is most effective when it is requested by the manager or the team.
Even if team development means permanent and sometimes hard work, it can be a lot of fun. BITOU team development is particularly effective thanks to our active modules and, above all, brings vitality and enjoyment to the team development process.
As a rule, team development is always individually adapted to the team and external factors. Every trainer and provider will fall back on standards and thus also on proven methods, but team development only becomes targeted through individualization.
Aspects that can influence the individuality of team development:
1. objectives: The specific tasks and objectives of the team and the company as a whole determine the development needs and the focus of team development. Due to the diversity of challenges, different teams usually also need to develop different skills in order to achieve the goals set.
2. team composition: How a team develops depends crucially on the individual skills, experience and personalities of the team members. Different working styles, training and life circumstances also shape the dynamics of a team.
3. team dynamics and communication: A team that resolves conflicts constructively, communicates effectively and cultivates positive team dynamics will start at a different point in team development than a team that first has to build up psychological security.
4. organizational context: the culture, structures, processes, etc. of the organization in which the team is embedded also play an important role in the individualization of team development. Not forgetting the value an organization places on the development of its teams and employees.
5. external influences: Teams in stable environments will need to develop in a different way to teams operating in rapidly changing markets or technological change.
There is therefore no universal model for team development, as every team is unique. An individual development strategy needs to be implemented for each team.
In most cases, team development approaches, events and measures relate to separate events that are organized with the aim of building and strengthening the team. But there is another way. One of the biggest trends that has emerged in team development is the efficient use of the time between workshops and meetings. In most teams, the exchange between team members does not come to a standstill. This time window therefore offers considerable opportunities to accelerate creative processes and increase the efficiency of teamwork. There are many different approaches to effectively organizing this time in between meetings, ranging from forming teams of two to exchange ideas between meetings to feedback teams.
Every team is based on structures. These usually creep into the company or even explicitly into the individual team over time. In order to increase the creativity and strength of a team, it can be helpful to break through these structures and change the perspective, for example in the course of asking questions. By reformulating questions about the objective or definition, a completely new perspective can be implemented.
The team does not always have to be the only basis for team development. It is also possible to go one step further and divide the team into several groups of different sizes and focus. These subgroups can be of different sizes. Dividing the team into groups can provide new motivation within the team, but can also help to generate new energy for another attempt after a failure.
