“I support teams in increasing their performance via
improved alignment, appropriate accountability, and an increased openness to change.”
Teams are the driving force behind organizational success, yet their performance often depends less on individual talent and more on the dynamics, behaviors, and systems that underpin collaboration. Grounded in extensive research, my approach to team development focuses on the proven factors that drive high performance.
Key drivers of effective teams include:
Trust and psychological safety: Amy Edmondson’s seminal research on psychological safety highlights its critical role in enabling team members to speak up, share ideas, and take risks without fear of embarrassment or retribution. Teams with high psychological safety are better equipped to innovate and navigate complex challenges.
Cohesion and shared goals: Studies by Rapp et al. (2016) and CIPD (2023) demonstrate that teams with strong interpersonal bonds and clear, team-level objectives consistently outperform those without. Shared goals foster collaboration and alignment, while cohesion enhances problem-solving and resilience.
Knowledge sharing and reflection: Research from Liu et al. (2009) and the CIPD (2023) emphasizes the importance of systems for information-sharing and regular, purposeful team reflection. These practices boost creativity, adaptability, and collective memory, enabling teams to continuously improve and adapt.
Effective facilitation and coaching: Evidence from Mulec & Roth (2005) and Pedersen (2015) shows that structured interventions, such as team coaching, strengthen team learning, trust, and competency, leading to measurable improvements in performance.
Informed by this body of evidence, I design and deliver interventions tailored to your team’s unique needs. Whether navigating transitions, resolving conflicts, or enhancing alignment, my approach blends cutting-edge research with practical methods to unlock your team’s full potential and deliver lasting impact.
As a freshly appointed CEO, you have formed a new leadership team. Now you want to ensure peak performance. But what impact should this team create and what should be its unique contribution? And how will members even collaborate best?
Due to recent events or shifting company policies, your organization has embraced a remote work model. While this offers flexibility, you notice that team cohesion and alignment have started to weaken. As the HR leader, you want to bring your remote teams together and ensure they remain connected, motivated, and aligned with the company's vision and values.
The team you lead is grappling with persistent trust issues that have led to a strained work environment and hindered productivity. You seek someone with expertise in team building and alignment, who can foster a safe and inclusive space for team members to voice their concerns, rebuild trust in each other, and regain confidence in their team leader.
I provide tailored, hands-on support to meet your team’s unique needs, emphasizing facilitation, coaching, and co-creative processes to foster sustainable growth and alignment. My approach draws on my diverse training and expertise, including:
Team coaching: Trained at Klaus Eidenschink’s Hephaistos Institute, I bring advanced skills in understanding team dynamics, facilitating collaborative ownership of outcomes, and navigating complex group processes.
Theory U: Trained directly with Otto Scharmer at MIT, I incorporate methodologies that guide teams through deep reflection and collective creativity to uncover transformative solutions.
Adaptive Leadership: Trained with Ronald Heifetz at the Harvard Kennedy School, I help teams and leaders identify adaptive challenges, build resilience, and develop strategies to thrive amidst complexity.
These experiences form the foundation of my approach, which blends facilitation, coaching, and evidence-based methods to help teams achieve their goals. Here’s how I can support your team:
I design and lead sessions tailored to your team’s specific challenges, promoting clarity, alignment, and improved collaboration. These workshops create safe spaces for open dialogue, shared problem-solving, and actionable outcomes.
Inspired by the principles of process consultation, I act as an impartial facilitator, helping teams reflect on their dynamics, uncover hidden patterns, and co-create actionable solutions. My role is to guide the process without imposing solutions, fostering ownership and collective growth.
I help teams co-create shared objectives and establish systems for accountability, ensuring alignment across all levels.
Whether adapting to new leadership, structures, or strategies, I help teams navigate change with resilience and clarity, ensuring continued effectiveness during challenging times.
Team development should not be a one-time event but an ongoing journey. I believe in institutionalizing team sparring as a continuous activity. This approach ensures that your team consistently grows, learns, and adapts to changing circumstances.
My role is to balance inquiry with guidance—listening deeply, asking the right questions, and providing actionable feedback. By combining these elements, I help teams achieve immediate results while building the internal capacity to navigate future challenges independently.
I have extensive experience working with diverse teams across industries, including:
Leadership team development at a financial institution: For the leadership team of the CRO, I facilitated workshops to improve team cohesion and strategic alignment, resulting in greater clarity and collaboration.
Executive alignment for a global mobility services company: I supported the Executive Team in acting as change agents for a new cultural vision, enhancing collaboration and driving results.
Cultural transformation for an international NGO: Led multi-year team coaching initiatives (e.g., facilitating all team retreats) for the newly established organization’s global leadership team - thereby fostering trust and cohesion during significant organizational change.
Purpose-building for a specialized financial institution: Guided a leadership team through a collaborative process to establish a unifying purpose, improving focus and cohesion.