1. Where do we stand as a team?
   • Discussion of team scan results – self-evaluation and exchange.
2. Building trust
   • Boosting safe teaming using the concept of psychological safety. 
   • Identifying needs and expectations. 
   • Initial steps toward a shared ‘Game Plan’.
3. Improving our collaboration
   • How do we see each other, and how do we influence one another? 
   • What are the unspoken roles (Kantor) and unwritten rules or norms? 
   • How can we communicate and collaborate more efficiently (strengthening our team’s feedback culture)? 
   • How can our conversations become more productive and contribute to greater well-being? 
   • How do we increase ownership within our team and foster engagement from all members?
4. Our growth question and development (GROW)
   • Where do we want to go as a team? 
   • How do we want to develop, and how can we remain or become a learning team? 
   • Extended Start–Stop–Continue exercise: What will we concretely work on, and what agreements do we make together?

For the whole team (collective objectives):

• Developing insight & a shared language for team dynamics
  The team can identify and openly discuss key underlying interaction patterns (such as unspoken roles and implicit norms) using a shared conceptual framework.
  
• Increased psychological awareness & safety 
  Team members show greater openness in expressing needs, tensions, and emotions, contributing to enhanced psychological safety within the team.
  
• Ownership and shared responsibility
  Team members recognize and articulate their own impact on team dynamics and show willingness to adjust behaviors to support team functioning.
  
• Strengthening team interaction & meeting culture 
  The team has formulated clear agreements on how to give and receive feedback, and how to make team discussions more constructive and efficient.
• Active engagement in team development
  The team has made joint start/stop/continue agreements and distributed ownership for follow-up actions.

For the team lead (individual leadership objectives):

• Refined insight into group dynamics
  The team lead can recognize and name recurring patterns without immediately trying to resolve them, and consciously facilitates group reflection.
  
• Strengthening a coaching mindset and dialogue skills
  The team lead practices and observes asking deeper questions, allowing space for tension, and naming underlying dynamics without judgment.
  
• Facilitating responsibility instead of taking over
  The team lead dares to leave ownership with the team and facilitates collective decision-making around behaviors and agreements.

• Concrete cases from the group
• Group exercises
• Business game experience
• Personal action plan (translating theory into the workplace)
• Visuals, cheat sheets and/or job aids for each participant
• Scientific translation to practice

• Pre- and post-program support through intake conversations and booster sessions
• Peer consultations scheduled during or after the program
• Buddy pairs for on-the-job follow-up
• Individual coaching sessions afterwards