Talk to each other instead of about each other using the TeamScan

“In practice I come across two teams: teams that are doing well and want more and teams where there is hassle. Managers or employees often know that something is going on, but then doing something with it is quite a challenge. I am often hired for these kinds of assignments. Differences within the team are often the bottleneck. This can be individuals or the manager. The latter will always have to take the first step when there is a hassle. But are they capable enough? Good employees are often promoted to manager. They usually know a lot and have ambition. A company does not want to lose that person and make the employee manager. But once in that position, the doubt arises, how do you do that, leadership? After a year you often see a distorted manager with a team with a lot of undercurrent. ”

“Yes, and that’s why the TeamScan is really worth its weight in gold, especially in teams where they want to make everything measurable. Thanks to the results, a conversation quickly gets underway, naturally fed by a specific question. I always provide a feeling of absolute security, which is a condition. At the end of the day, I notice relief from the team. The pain points are accepted, and people see that vulnerability is actually not that difficult. And more importantly, there is more respect and understanding for each other.

The essence is that you allow confidence to grow. But how do you do that? I have developed special modules for this – such as the module know yourself, listening and giving feedback. For example, at the end of the day we agree to give each other continuous feedback, but it is up to the team to maintain that. It is the role of the manager to initiate and maintain this. Then you will grow as a team! My goal is to get out of there as soon as possible, if that works I have done my job well. ”