The ability to act as a team is one of the most important competitive advantages. In today’s world, it’s necessary to innovatively convert the knowledge into a profitable outcome. This is where teamwork is one of the most crucial competencies.  Sustaining different viewpoints built up from diverse perspectives and yet uniting them for a common goal is challenging for most existing teams. The transformation of this capability into measurable performance is possible with teams that “communicate” with each other.

Our objective at the end of this project is to

  • Strengthen the element of trust between team members
  • Increase the combined efficiency of a team
  • Reduce the negative effect of organizational change on a team
  • Ensure the coherence of the goals and mutual values in a team
  • Dissolve polarizations
  • Create collaboration and avoid blaming
  • Create processes for effective idea sharing
  • Create methods for combined decision making

In Team Development Projects, we offer modular solutions to walk your teams through the right phases of awareness and action planning. Our methods include team coaching approach as well as indoor/outdoor experiential activities. We have customized the content of our program in a holistic framework inspired by the Bruce Tuckman model.

The program consists of the following four phases.

  • FORMING   Defining basics- roles, rules, tasks… etc
  • STORMING  Managing Differences
  • NORMING  Making decisions and generating solutions together
  • PERFORMING  Boosting potential

In our methodology, we offer

  • Experiential learning
  • Implementation of practical tools that can be used in day-to-day life
  • Practices that help an individual aptly question and discover themselves
  • Creating awareness as an individual and as a team using self assessmenttests
  • Team practices
  • In-class practices
  • Remote support
  • Interim work
  • On-the-job projects
  • Peer Learning
  • Webinars
  • Additional active learning tools

Shaping (Forming)


“What is our mission as a team?”
“What values should we adopt as a team?”
“What are our individual roles and responsibilities within the team?”
“What impact do our individual roles and responsibilities have on the overall team performance?”
“Which individual/departments do we interact with within the system?”

In the first phase, we provide feedback to these questions as a team. In this module, the team reaches a consensus on topics where it is necessary to form a common ground and develop action plans accordingly.

This module is the initial phase for becoming a team. The practices in this phase provide participants with a platform that helps them to:

  • Focus on understanding each other’s values and expectations
  • Clarify the tasks of each team member
  • Understand the purpose of the tasks of other team members
  • Identify the team’s common goals
  • Identify the team’s common values
  • Define partnership agreements
  • Determine communication channels

Managing Differences (Storming)


“How do we react to each other’s differences?”
“What are our potential conflicting points as a team?”
“How do we approach conflict?”
“How do we give feedback to each other?”
“What are our communication models?”
“If there is a culture of blame, how can we turn it into a constructive model?”
“What areas need improvement to enable us to focus on the common goal?”

In this second phase, we provide feedback to these questions as a team. In this module, the team reaches a consensus on topics where it is necessary to form a common ground and develop action plans accordingly.

While the team is formed in the initial stage, conflicts often emerge during this storming phase. Similar to daily life, this is the phase where each team member looks for ways to correlate the team goals with their personal agenda and goals. Therefore, once a team resolves their issues in a collaborative way they can then move on to the third phase.

Storming phase of the project offers participants the opportunity to:

  • Find ways to constructively share opinions
  • Enable individuals to see their own conflict patterns
  • Manage the transition from a culture of blame to problem solving models
  • Understand different profiles of relationship management
  • Inspire all coworkers with the bigger picture to form effective relationship strategies
  • Give positive developmental feedback
  • Enable the team to form an action plan

Generating Solutions (Norming)


“How can we listen to each other?”
“What are our methods for generating common solutions?”
“How much do we enjoy spending time in social environments?”
“How can we turn our differences into advantages?”
“How do we pay attention to our common values?”
“How can we focus on our mission?”
“How effective are our communication models?”

In this third phase, we provide feedback to these questions as a team. In this module, the team reaches a consensus on topics where it is necessary to form a common ground and develop action plans accordingly.

This is the “acceptance” phase: Objectives are now understood, responsibilities are clarified, and relationships have been established.

The module offers participants the opportunity to:

  • Align themselves together under a common goal
  • Develop models for collective decision-making
  • Define potential obstacles and make proactive plans
  • See where they stand in terms of team objectives versus individual objectives
  • Develop a model for welcoming new members to a team

Creating Performance Together (Performing)


“How can we ensure trust as a team?”
“What kind of decision making models do we have?”
“How do we share the responsibility of results?”
“How can we share the leadership?”
“How can we bring out the potential of our team?”

In this final phase, we provide feedback to these questions as a team. In this module, the team reaches a consensus on topics where it is necessary to form a common ground and develop action plans accordingly.

This is the “concentration” phase: Team members have already committed themselves to working towards team objectives in the expectation of seeing the outcome of what they have accumulated up until this point. Now they can define their personal strengths and weaknesses and focus on improving themselves. All members who make it to this phase, will witness the birth of “team bonding”.

This phase offers participants the opportunity to:

  • Arrive at a consensus on their own ideal team models
  • Be able to individually approach and manage conflicts without requiring outside support
  • Demonstrate their commitment
  • Become creative
  • Gain courage for greater responsibilities