Driving forward that which is possible

  • Your teams don’t work well together or amongst each other?
  • They should improve their communication?
  • Your staff is overloaded and suffers from stress?
  • Your team doesn’t understand what you need from them?
  • Your wish is to have a different team culture?

Turn conflict into contribution! With us you will be provided with an outstanding framework for using your employees’ input and their active commitment in order to solve tasks and problems. Our professionally moderated workshops provide access to ideas and make room for creativity. Results and decisions are made by consensus.

Power. Energy. Enthusiasm. Achieving results together. These are experiences which allow positive dynamics to unfold. Commonly experienced excitement has a lasting effect on daily life and creates a broad footing.

Team development with m2m works like a catalyst. Communication succeeds. Everyone is a winner.


  • Large groups
  • Workshop classics

Team development with m2m works like a catalyst. Communication succeeds. Everyone is a winner.

Our offers

New leaders, or rather new leaders who are taking on new leadership duties are provided with support through systematic leadership guidance. This guidance is also provided for the respective team.

Guidance includes the following elements:

  • Coaching 1 for the leader: Preparation for the team workshop
  • Workshop with the team
  • Coaching 2 for the leader: Follow-up and transfer planning

Experience has shown us that all the relevant questions for a successful start are discussed by means of these three elements. The workshop works like a catalyst for team development. Objectives and expectations are easily and constructively addressed.

An initial common achievement on which further collaborative processes can build.

A Kick-off as a joint start for a new team works like a catalyst: Team members will rapidly overcome their formal reluctance and gain faith and confidence. By means of a structured approach, they will get to know each other easily within their numerous roles and multifaceted duties. They will have fun and discover their power and potentials. The sense of togetherness which arises will generate a shared team identity.

Experiential exercises will also provide the team with difficult challenges. From the very beginning the team will learn that things don’t always run smoothly and that they don’t have to. The meta-plane will teach them to discuss the difficulties they encounter, to provide each other with feedback and to come up with joint solutions. Open communication - the decisive success factor for teams – will become an inherent part of the new team culture from the very beginning.

These joint experiences at the outset are what bonds a team and on which they can fall back with their collective memory. This is often the stuff on which subsequent team myths are based.

Due to stress, change and insecurity in the surrounding environment, unexpected group dynamics may sometimes cause teams to derail. Hitherto unknown frictional losses, conflicts and power struggles come to light.

This is by no means unusual and even well-functioning teams are familiar with such phases. In order to ensure that current frustration and demotivation does not settle for good within the team, challenges are proactively addressed in this team workshop. The team will learn how to gain insights from crises and conflicts and to use them as opportunities for their own improvement process.

The first step is to conduct semi-structured interviews with team members prior to the team workshop. Written suppositions are then created which can be selectively included in the team workshop. They enable an exchange of information to take place, misunderstandings can be clarified and a change of perspective is made possible. 

Simply knowing and becoming aware of how your colleagues see things can lead to change. Furthermore, it is always an important experience for a team to speak with each other about “difficult topics”. Listening to each other, taking things seriously and finding forward-looking solutions together, creates the kind of positive energy which everybody hopes for.

Based on this, relevant topics are collaboratively identified, prioritized and worked on. To find a solution, further agreements are made and measures are determined. Their implementation is reflected and followed up on after two to three months. The team moves forward, gains orientation and stability.

Step by step the team gets back on track.

Team coaching consists of intensive guidance and support for a period of time. You provide your team with a constructive framework in order to reflect special challenges and issues and work on these systemically as well with a solution-oriented approach. Together you will reach the defined objectives.

Perhaps you and your team are familiar with some of these issues:

  • Who are we? What should we do? (team identity, objectives and tasks)
  • What are our roles and responsibilities?
  • How do we want to work together?
  • How can we improve our collaboration?
  • How can we improve our feedback and communication culture?
  • How can we increase our efficiency?
  • How can we become Number 1? 

Or perhaps you need support with

  • personnel restructuring in teams,
  • getting a team to converge,
  • encouraging and strengthening team spirit,
  • identifying resources and skills of individual team members,
  • how to utilize individual potentials for team work,
  • developing constructive strategies for criticism and conflict within the team,
  • finding concrete solutions for possible and necessary change processes,

After an initial interview, the objectives as well as the frequency of and the intervals between the meetings are agreed on. Then you will receive an individual concept proposal. According to our experience, five to six sessions of three hours each are already sufficient to significantly guide your team forwards.

The experts are the team members themselves; the coach is responsible for the process and the techniques. Our primary objective is to “help you to help yourselves”; the coach becomes increasingly superfluous.

Your team has learnt to stay in contact and to master its challenges.

People are all different. This may sound obvious and simple but in our daily work life this leads to numerous misunderstandings and annoyances. This need not be. 

With Insights Discovery team members receive detailed individual preference profiles. By means of the scientifically developed Insights tool and the corresponding navigational map, it is possible to work on an individual as well as a team and a culture-based level. Three effects stand out particularly:

  • Comparison of how you perceive yourself and how others perceive you: Team members see themselves very accurately reflected in their individual preference profiles. They compare their perceptions of themselves and how others perceive them and gain essential insights. This is extremely valuable.
  • Their attitudes to each other undergo positive changes: Differences between colleagues, supervisors and/or staff are no longer perceived as threatening or disturbing but as an added value. Mutual respect and appreciation increases significantly, unnecessary conflicts are avoided, communication becomes easier. Things are less stressful.
  • A common language The Insights code will become an important part of team or corporate culture. This enables team members to address even sensitive issues in an uncomplicated, “tongue in cheek“ and humorous manner. Life simply becomes easier.

With the internationalization or globalization of many companies, the need for the collaboration of global teams is becoming increasingly more important. However, interculturally overlapping needs are frequently obstacles on the road to success.

This is mainly due to the significantly higher degree of complexity: Rules which have up to now seemed obvious are no longer adhered to. Added to this are misunderstandings, conflicts and frustration; communication as such becomes difficult and success is at risk.

Therefore the decisive success factor of international teams is not only to gain a mutual understanding but also to achieve intercultural competence. This means the ability to effectively communicate and work together with colleagues with foreign cultural backgrounds. By developing intercultural competence you and your team members will consider foreign concepts of perception, thinking, feeling and acting when you communicate with other cultures in future.

These demands may be high and the required skills are all too frequently underestimated.

During intercultural team training you are first of all made aware of your own cultural experiences as well as those of foreign cultures. You will be challenged to rethink and reframe stereotypes and preconceived ideas and explore new options.

The process of becoming aware supports team members and enables them to adapt more effectively and easily to each other and to assess (apparent) conflicts accurately. This provides relief and reduces stress. The most important benefit however is contained in communication and refraining from interpreting the respective behaviour of foreigners too fast and from only one perspective. 

Our trainers have the necessary intercultural know-how and take interpersonal as well as intercultural aspects of the team-building process into consideration. Very often a bi-national trainer team is assigned, particularly if team building includes communication between special combinations of different cultures.

Events can be held in English, French or Spanish.

A team is more than the sum of its individual parts. “More” arises from that which happens between the individuals: A good atmosphere, open communication and networking create synergies and amazing results.

Systematic, regular team workshops “en route” support you in leading your team into lively discussions and identifying dormant potentials for improvement and using them.

A successful team is guided to an equal extent by facts and relationships. On the one hand this includes clarity in terms of tasks, processes and structures as well as objectives and results; on the other hand mutual trust, joint values and the ability to provide feedback openly and constructively.

This is how performance and high performance becomes possible.

Lonely, brooding detectives who single-handedly solve murder mysteries no longer seem to exist. Those who want to solve “real” cases will soon realize: Only a team makes you strong and leads you to success! 

Scary characters, suspects and (apparent) bystanders make life difficult for the investigating team. People lie, cheat and plot. And of course, they commit murders. Evil forces are at work.

Interrogations, discussions and assumptions are the order of the day. Alertness, intuition and accuracy are required, as well as instincts, persistence and patience. The team only stands a chance if they listen attentively, read between the lines and make intelligent deductions.

Thrills and excitement provide a lot of fun and your team will be made to feel unbeatable.

When was the last time you did something for the first time?

There is nothing more likely to stay in the minds and hearts of your staff than an extraordinary experience. In order to set a targeted example, to provide inspiration for specific contents or get members ready to face upcoming changes, a very special kick is sometimes needed: An event, which inspires participants and gets under their skin.

To re-experience oneself in a surprising context, to master an extraordinary challenge together as a team and to live through an adventure: This is what you need to achieve long-term emotional anchorage.

The possibilities are infinite! Here are a few ideas from prior projects:

  • Write a script and shoot a film
  • Styling and star portraits: You are the star…
  • An educational trip or tour: Discover things and amaze yourself
  • Dialogue in the dark
  • Works of art: e.g. sculptures, welding, photomontage… , because you too are an artist
  • Cooking and eating together
  • Street or improvisational theatre
  • Hands-on detective story: Finding the murderer
  • Conducting an orchestra
  • Keeping the beat: Drumming as a team
  • Team choir: Singing unites and gets under your skin

Increase the effect by choosing an extraordinary location:

  • on a ship / in a green house / in a studio / at the circus / in a stadium / in a cave …

Each event is planned and translated into action according to your objectives. Experienced experts are available to meet your specific requirements. The techniques in the events are applied according to your corporate culture and the prerequisites for the target group.

The building of teams does not always have to occur selectively and directly. Particularly valuable developmental steps are often unplanned and take place by means of apparent “detours”. 

Outstanding options for teams are provided in nature, sports or a combination of both: Trails, mountains and summits, rivers and bridges, caves, treasures and fires and much more are powerful symbols and fantastic spaces for new shared experiences. They will capture your team on a subconscious level. Sustainable results with deep effects are guaranteed.

The individual outdoor units are often about experiencing boundaries: What do boundaries trigger in me? How does your team deal with boundaries and the boundaries of individual members? What can you do to extend boundaries? 

At the same time it’s about how your team can deal with new circumstances and uncertainties. Who will take responsibility? How does your team deal with risks? How are decisions made? How are conflicts solved?

The team can experience all of this and much more up close and in real life within a non-professional context. It’s fun and it reduces stress. And this is exactly why it becomes easy to conduct constructive discussions about these shared experiences. The team is able to identify patterns; they are playfully communicative and open to change.

The possibilities are endless! Here are a few ideas from previous projects:

  • Joint tour, excursion or visit
  • Hiking, trekking or mountain climbing
  • Snow and ski mountaineering nature trail, snow shoe tour, glacier hike
  • Nordic walking, Nordic trekking
  • Night hike, torch-lit hike, fire
  • Cycling tour, mountain biking, downhill biking
  • Climbing park, climbing hall, ropes course, treetop tour, high-wire park, abseiling
  • Go-carting
  • Rollerblading
  • Sailing, kayaking, rafting, canyoning, diving
  • Kiting and paragliding, skydiving
  • Building bridges, cableways, rafts
  • Geocaching, paper chase, city rally, treasure hunt
  • Cave tour
  • Archery

Every outdoor experience is individually planned and translated into action according to your objectives. Experienced experts are available to meet your special requirements. The techniques in the events are applied according to your corporate culture and the prerequisites for the target group.

Commitments to real-life social projects are especially valuable if the aim is to break ingrained habits and gain new insights. The purpose is immediately accessible and the social competency of the team improves visibly. Numerous projects can be translated into action within a company.

Some of the projects we’ve carried out are:

  • Helping with the construction of an in-company (adventure) playground
  • Construction of an (in-company) running or nature trail
  • Work in the (in-company) childcare facility
  • Preparing a group of children for a performance
  • Reading or acting out a puppet theatre
  • Care work in a retirement or nursing home
  • Caring for handicapped people
  • Sick calls or contact with addicts in a treatment centre
  • Collecting money for a good cause
  • Helping with forest work, work in a zoo
  • Collecting waste
  • Work in crisis areas

The selection of social projects is always carried out in consideration of the team and their content-related or emotional connection to the project. The more they can identify with the project and its impact the more sustainable the effect of their efforts will be.

Your team is able to reflect their experience in a follow-up session and utilize this for their future collaboration.

We provide the necessary support through qualified staff as well as the required materials. The work is self-organized; the trainer is simply responsible for observing the process and structuring as well as moderating the subsequent joint evaluation.

“Those who don’t take care of their future today will regret the present tomorrow.” (Chinese proverb)

Increasingly more changes and ever more complex competitive markets require teams to adapt continuously and maintain a high degree of flexibility. Under these conditions it is all the more necessary to determine your own position and know your own goals. 

Who do we want to be? What should the new future look like?

This team workshop provides a structured context in order to discover visions, test ideas, deduct goals and work out concrete steps. Techniques are used that include half-conscious knowledge as well as intuitive faculties.

New things come into effect when they are applied in daily life. This does not happen by means of a decision or an instruction. It does not suffice for only the leader to know “what’s going on” and “how to do it”.

Each team member has a crucial role. New rules and framework conditions need to be discovered together.

And even sustainable implementation relies solely on the active participation of team members. Spaces are required for this to unfold: Spaces for dialogues and communication, as well as orientation and idea finding.

Regular structured team events play a decisive role. They are a mixture of kick-offs, events and moderated team workshops. Each respective concept is aimed at the current phase of the change process and real-life requirements.

Successful application of new tools and techniques in the so-called soft skills area is not only up to the individual. On the contrary: If colleagues fail to provide insight and understanding, an opposing team culture arises and individuals don’t stand a chance of implementing their efforts in the long run.

It is more likely to succeed if the team adopts the necessary soft skills together: Based on shared learning experiences they can develop a mutual understanding. The purpose unfolds of its own accord; colleagues support each other in the implementation phase.

A shared team culture arises - this is always the strongest factor for successful implementation.

Typical Topics for Teams

The following topics play an important role in every team. Therefore they are ideally suited for driving your team forwards with the help of clearly defined contents:

  • Effective meetings
  • Moderation
  • Presentation / pyramid principle
  • Telephone training
  • Improving customer orientation
  • Conflict management
  • Emotional Intelligence
  • Time management /work organization
  • Stress management
  • Work Life Balance
  • Health at work
  • Project management