Team Development
How colleagues work together, communicate and make decisions says everything about the team – and about the culture. In team development I make this visible and workable. So that cooperation is not an accidental success, but a conscious strength.
Growing together into a stronger whole
Effective collaboration doesn’t just happen—it takes attention.
Teams often get stuck in invisible patterns: unspoken tension, unclear roles, or energy that’s going nowhere. So how do you move from working together to truly thriving as a team?
Teams are the engine of innovation, connection, and long-term success.
But strong teams don’t build themselves. It takes more than the right mix of talent.
It takes shared direction, honest reflection, and a clear understanding of how the team fits within the larger organization.
What is team development?
Team development is the process of transforming a group of individuals into a cohesive, high-functioning team. It involves building trust, improving communication, setting shared goals, and creating a culture of collaboration and mutual responsibility.
The goal is to create an environment where team members feel valued, perform at their best, and work together toward the organization’s objectives.
Common team patterns
Teams can develop persistent patterns that negatively affect performance and collaboration. Think of underlying tensions, recurring conflicts, lack of ownership, or indecisiveness. Often, the root causes lie below the surface. That’s where systemic interventions come in.
By looking at deeper dynamics—such as imbalance in give-and-take, unclear roles, or hidden loyalties—we can identify and break through these patterns. This not only brings clarity but also provides practical tools to get the team moving forward and working more effectively.
The team’s history and place in the organization
Every team is part of a larger system and carries the imprint of its history. Previous leadership, mergers, internal conflicts, or unspoken expectations all shape how team members interact and how the team functions within the organization.
A team’s position within the broader organizational network is also key. Does the team understand its role and purpose? A balance between what’s expected and what the team can realistically deliver?
By exploring the team’s history and context, we uncover how the wider system influences team behavior. This awareness allows teams to take ownership of their role, move beyond past issues, and focus on shared goals.
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Need advice or support on team development in your organization?
Get in touch with Bon! Find out how I can help you transform your organization
The stages of team development
Teams typically go through several developmental phases. Recognizing these phases helps identify the right interventions at the right time.
Phase 1 – Forming:
The team is just coming together. There’s excitement, but also uncertainty. Clear leadership is needed to create a safe and structured space.
Phase 2 – Storming:
As comfort levels rise, conflicts may emerge over roles, goals, and workflows. This phase is key for addressing differences and fostering honest communication.
Phase 3 – Norming:
The team begins to align on norms and processes. Trust and mutual respect grow.
Phase 4 -Performing:
The team operates at a high level of effectiveness, collaborating smoothly toward shared goals.
Phase 5 – Adjourning:
When a project ends or team members move on, it’s time for closure. Reflecting and celebrating helps provide a sense of completion.
A systemic approach to team development
A systemic approach sees the team as part of a larger system. It explores the relationships, patterns, and context in which the team operates, based on 3 (sometimes 4) core principles:
Belonging
Everyone should feel seen and valued. A strong sense of belonging drives motivation and engagement.
Order
Clear roles, responsibilities, and hierarchy reduce confusion and conflict.
Balance
Fair exchange of effort and appreciation builds trust and cooperation.
Purpose
Every team has a beginning, and an end. What is the team’s mission—and when is it time to let go?
These principles help reveal and address hidden dynamics. The result: smoother collaboration and a stronger, more connected team.
Practical steps for team development
A systemic approach looks at the team as part of a larger whole and examines the interrelationships, patterns and context in which the team operates. This method focuses on 3 (and sometimes 4) basic principles:
Step 1 -Exploring team dynamics:
We investigate what’s going on within the team and the broader organizational context. We identify patterns, tension points, and connections—creating a clear picture of what’s needed for the team to move forward.
Step 2 – Reflection and Awareness:
We guide the team through a process of self-reflection. This increases awareness of individual and collective contributions to the team’s dynamics, deepens understanding, and opens space
Step 3 – Targeted interventions:
Based on the insights, we co-create an intervention that fits your team. This could be a systemic session to shift deeper patterns—or a practical step like clarifying roles or improving communication. Every intervention is tailored to your team’s unique needs and context.
Step 4 – Plan of action: from insight to action
We translate insights into a clear, actionable plan. It includes what the team wants to achieve, which actions are needed, and how progress will be tracked. Think of actions like improving meeting structures, strengthening peer feedback, or implementing new collaboration norms.
This way, team development doesn’t stay theoretical—it becomes a practical, lived process that leads to lasting change.
Curious what your team needs to work better together?
Whether you want to break old patterns, improve collaboration, or help your team grow—let’s explore what’s going on and what your next step could be. Contact me for a free consultation and discover how systemic team development can strengthen your team and prepare it for long-term success.
Frequently asked questions about team development
How do I know if my team needs team development?
Your team may benefit from development if you notice recurring tension, poor communication, lack of collaboration, or unclear roles. Low motivation or stalled progress are also signs. My approach helps uncover the root of these challenges and translate them into concrete, actionable steps. The result? Renewed energy and more effective teamwork.
How will we notice the development in our team?
You’ll see it in daily practice—more effective meetings, clearer communication, stronger connections, and better decision-making. Teams that go through this process often report fewer conflicts and greater joy in working together. The action plan we create helps anchor those results for the long term.
When is team development not the right choice?
Team development isn’t always the right starting point. If your team lacks basic conditions—like psychological safety or clear roles—it may be better to address those issues first. In cases of crisis or deep conflict, mediation or individual coaching might be more appropriate.
I always start with an exploration of the situation. Together we’ll determine whether team development is the right step, or whether we need to strengthen the foundation first.
