TeamPacer
NL

Team performance is no coincidence

Our approach consists of two steps: first measure, then improve. That way you don't work on gut feeling, but on what is really going on in your team.

1Measure2Improve

First measure, then improve

Only when you know how a team is really doing can you improve in a targeted way. That is why every collaboration with TeamPacer consists of the same two steps, which keep reinforcing each other.

1
Step 1
Measure

A short, anonymous online measurement maps the team dynamics. Dashboards and reports show what makes the team strong and what needs attention.

2
Step 2
Improve

We get to work with those outcomes. In a tailored workshop the team translates the insights into agreements it owns itself.

And then measure again, so it becomes visible what it has achieved.

Step 1

Measure, deep insight into team dynamics

We measure the team's dynamics along the eleven axes of the scientifically validated TeamFlow model. That gives a sharp and objective picture, without the team having to invest much time.

  • Online and anonymous

    Every team member completes a validated questionnaire in a few minutes, on laptop or phone. Nobody sees individual answers: the outcomes are always about the team as a whole.

  • Dashboards

    In TeamInsights, our own platform, you see at a glance how the team is doing: per prerequisite for team flow, in its development over time and, for organisations, across multiple teams.

  • Reports

    Every measurement comes with a clear team report with AI-assisted interpretation of what strengthens the team and what needs attention. Viewable online and downloadable as a professional PDF.

    Curious what such a report looks like? . The sample report is in Dutch.

Analysis dashboard in TeamInsights with scores per prerequisite, radar chart and development over time
Example of the analysis dashboard in TeamInsights.

All teams in one overview

As HR lead or director, one heatmap shows how all teams are doing, which themes run across teams and what has changed since the previous measurement.

Silent video with fictional teams.
Step 2

Improve, getting to work with what the measurement shows

A measurement is only valuable if something is done with it. That is why we get to work with the outcomes straight away. Not with a standard programme, but with a workshop tailored to what this team needs at this moment.

  1. 1

    Interpret together

    With the Pacer you go through the outcomes. Where does the team's strength lie, and where is the most to gain?

  2. 2

    A tailored workshop

    We choose the method that fits the theme and the team. A team without a shared ambition needs something different from a team where communication grinds.

  3. 3

    Agreements and measuring again

    The team records concrete agreements in TeamInsights. After four to six weeks we measure again: what has it achieved, and what is the next step?

Team working together on the improvement process during a workshop
Highlighted

Workshops we often use

Which workshop fits depends on what the measurement shows. For each method you can see with which prerequisites and characteristics of team flow it often has the most effect. That is a direction, not a fixed rule: we always choose together with you.

Hands of team members forming a closed circle together

Sociocracy

With sociocracy the team makes decisions by consent: a proposal goes ahead as soon as nobody has a reasoned, paramount objection to it. In rounds everyone gets a say, including the quieter and dissenting voices. Just as in Deep Democracy, that is often where the most wisdom lies. The result: decisions the whole team truly supports.

Recognisable when decisions keep going round in circles, or when the same people always make the call.

Often useful for
  • Safety
  • Open communication
  • Mutual commitment
Erik van Driel, coach of the HC Rotterdam men's hockey team, explaining tactics on a board

Topsport Mindset

What keeps a top team performing? Our trainers with experience at the highest level of sport translate that to the workplace. What do we want to win together, who does what, and how do we keep each other sharp, also after a setback?

Recognisable when everyone works hard, but each on their own thing. The shared 'why' is missing.

Often useful for
  • Collective ambition
  • Common goal
  • Aligned personal goals
Participants building with LEGO during a Lego Serious Play session

Lego Serious Play

Everyone first builds their own model, then the team builds one shared picture together. Because everyone builds, everyone also gets a say. Abstract themes such as roles, collaboration or the team's future become literally tangible.

Recognisable when the team talks past each other, or when the same people always do the talking.

Often useful for
  • Common goal
  • High skill integration
  • Sense of unity
Participants sketching their team together during a visual working workshop

Visual working

Together we visualise the collaboration: goals, roles, patterns and agreements, for example in a team canvas. What used to stay vague becomes concrete. And because the picture sticks, the team keeps working with it after the workshop.

Recognisable when everyone thinks they mean the same thing, but in practice that turns out not to be the case.

Often useful for
  • Open communication
  • Common goal
  • Aligned personal goals

We also use video coaching and one-to-one coaching, among other things. Meet our people

Curious what a measurement shows about your team?

In a short exploratory conversation we look together at the best way for you to start.

Plan an exploratory conversationSee our services