Are you also surrounded by people who think first and foremost of themselves and think they can do everything best on their own? And who don’t want to realize that individualism and individualism stand in the way of a common goal? As responsible managers, whether in sports, politics or in companies, you will be confronted with this challenge on a daily basis: How do I turn a group of individualists into a team in which the strengths and abilities of the individual are not lost and used in a targeted manner?

A good team is unbeatable

Complex tasks and pressure to be efficient presuppose the efficiency and willingness to perform of the employees and make working in a team unavoidable! However, the overall clout depends on the quality of the cooperation between the people involved. Good cooperation increases employee satisfaction, which leads to higher product and service quality, customer satisfaction increases and thus leads to sales increases: A positive cycle is created!

Pulling a string together

The successful mastering of challenges can only succeed through open communication, effective cooperation, creative ideas, respect and genuine trust in each other. This releases enthusiasm and motivation – the two essential guarantors of success.

Outdoor Training – get down to it together, instead of discussing!

How does YOUR team become a high-performance team, which ensures you sustainable success? Hardly any topic is more sensitive to the discrepancy between theory and practice. Conventional team development usually follows a rather intellectual approach. In contrast, our concept for the implementation of professional team training, which has been tried and tested over many years, is experience-oriented and offers a high degree of authenticity.

True to the motto “Learning NATUR(E)ally how a successful team works”. Our outdoor training’s use nature’s learning field: Change of setting = Change of mind! Our experience shows that a change of location causes a change of perspective and thus brings new wind and new thought-provoking impulses into the team. 
 
The group becomes a team
 
Our outdoor team tasks with a high level of practical relevance promote the problem-solving potential and creativity of the team members. The team gets involved in concrete challenges and experiences joint successes through borderline experience. Real personal encounters between the participants spur on and strengthen the team spirit! The transfer of the daily work routine is ensured by self-reflection of all participants and YOUR team pulls together in the future!

The constantly increasing scope of standardization, as well as high legal requirements, rules, conditions and duties, mean that specialists and executives in the company have less and less room for maneuver in technical questions. In this difficult and constricting initial situation, employee motivation and commitment become even more relevant to success. If they are left on the sidelines, it is difficult to think of safeguarding the company in times of decreasing employee retention periods.

The most important internal adjustment screw for intrinsic (inner) employee motivation and the daily commitment is the lived management culture in the company. It is the central control instrument for the behavior of the employees. The management culture is therefore of enormous importance especially in times of crisis:

Leadership culture – the sum of the (pre-)lived leadership competencies – arises from specialist knowledge, social skills, and experience.

In the past, many medium-sized industrial companies attached more importance to professional training than to executive development. There is no cluelessness when it comes to creating or promoting team spirit, for example. Managers also have question marks in their faces when it comes to annual employee appraisals or when a conflict is about to arise. The leadership competency that is absolutely necessary today is, therefore, a current field of work and includes topics such as self, goal and time management, leadership styles and leadership instruments as well as change management.

Conventional leadership development generally follows a technocratic approach: leadership instruments are trained that a manager “should” master. The basic leadership training focuses on universally valid insights, which leads to a processing of the topic of leadership in the company. Often contents pass by with this proceeding at the actual needs of the participants, whereby the learning effect is equal to zero and the high-level personnel regard it as a waste of time. The readiness for further development measures decreases. BUT: The success of each enterprise stands and falls with the guidance. Customers, suppliers, and banks judge the efficiency and the reliability of an enterprise increasingly after training and knowledge conditions of the human capital. This is why it is important to attach particular importance to executive development.

What have I done to deserve this? This question has probably already been asked by many managers. The answer is as simple as it is simple: through one’s own bad or good example because employee behavior always reflects boss behavior.

Every employee looks at his or her boss and orients his or her own behavior towards his or her role model. The way in which the superior deals with something is a critical success factor for employee behavior. Superiors are particularly important in three areas: dealing with the task, themselves and others. The following behavior is perceived positively by the environment: