With every personal change, a team repeatedly, more or less intensively, goes through the five phases of group dynamics.

In order to solve the challenges more easily and efficiently, we offer advice and training for the emphatically accompaniment of group processes.

Here, participants learn and test how to use non-violent communication and other best practices to help them assess the team situation in order to develop measures that successfully support the team to develop a high-performance way of working.


In our lives we are part of many different groups. Be it the family, friends, sports clubs, team colleagues, departments or even as part of a company. All groups are subject to the same principles of group dynamics and undergo these in different forms.

Especially for people who have to do with group leadership, it makes sense to recognize the dynamics in a group and to offer helpful interventions that help a group to reach the state of working ability more easily.

It should be noted that it is not possible to skip a phase. If certain phases are suppressed or ignored, they will come back at another time. For this reason, it is advisable to specifically accompany and promote the group dynamic phases.

With the help of non-violent communication (NVC), the dynamics can be analyzed based on feelings and needs and helpful strategies can be found more easily.


Each group goes through at least 5 phases during its existence.

In the formative or start-up phase, the group members get to know each other. The Storming- or dispute phase is known from wrestling for their own place in the group.

During the norming or contract phase, rules are negotiated on how group members want to deal with each other.

In the performing or working phase, a group becomes able to act or work and can implement its common goals.

The orientation phase is characterized by reorientation and reflection. Some groups dissolve afterwards. Others re-enter the storm phase in a modified form to re-integrate the changes from reflection into the group.


In the forming or start-up phase, some people come together to achieve a common goal. This can be gathering in a sports club, a workshop or training, which can be a composite of a team working together over a longer period of time.

In this phase, people are usually still very cautious. Often feelings like insecurity, a certain amount of excitement and also curiosity about what the new situation will bring.

People think about who the others are. How can we get to know each other? How do we deal with each other? The new group members yearn for information to find their way around the new situation faster.

It is therefore difficult for a new group if there is not enough information available. Moreover, it is still very difficult to deal with conflicts at this stage.

Supportive interventions are in this phase to offer extensive information. It is helpful to make acquaintance easier and to show acceptance.


After getting to know the group members try to bring their individuality into the group. This often leads to tensions. People need tolerance, understanding and appreciation. You want a suitable place in the new group.

At this stage, people often feel annoyed, worried, sometimes tense and irritable, and occasionally frustrated.

Central questions are "What makes us different?" "What am I worth?" "What do I do for myself" and "Who am I in opposition to you?"

Difficulties in this time can arise when the differences are denied because of the fear of belonging. Preliminary harmony and the suppression of upcoming conflicts can also lead to blockages.

In order to successfully accompany this, often exhausting, time, it is often helpful to appreciate the existing differences. Conflict signals should be recorded and addressed. In escalating conflicts, facilitation or mediation helps.


When the first group rules are found, there is often a spirit of optimism. Some people are relieved or disillusioned. Some are hopeful and impatient that they can continue now.

People now need reliability and commitment. They long for a common direction, confidence and incipient efficiency.

Now it's mostly about questions like "how do we want to work together?" and "What can we agree on?"

In this phase it's deterioration, when hardening positions, which can arise out of fear of losing one's own individuality, have an effect. Members with pronounced dominance striving can slow down group development.

Premature solutions often lead to new problems, as well as endless haggling over agreements. Sufficient time and care in the unification process can be helpful at this stage.

Clarity and agreement on how to make future decisions in the group can be effective support. Finally, it makes sense now to check if this phase is actually over.


Now the group is able to work.

The group members are now making sense of what they are doing.

They want to do their part, are now experiencing efficiency and enjoying what they are doing. They may feel excited, fulfilled, happy and full of energy.

The most important question now is "What is to be done now?"

New difficulties can arise from external disturbances. Blockages of fear of failure hinder the ability to work as well as frequent interruptions through critical feedback. Exaggerated actionism without reflection and the denial of pending changes can prove to be a hindrance.

The most important support of a workable group is the encouragement of the individual and the protection of the group from outside disturbances.


"If you want to stay as you are, then you have to change constantly."

In order to be able to work efficiently in the long term, it requires regular reflection and adaptation.

Groups need feedback, exchange, and learning to deal with the changes.

The group members are often shaken in this phase about the supposed loss of joyful contribution. Maybe they are also hopeful and curious because of new insights.

Questions like "How are we?" "What have we achieved?" "Are we on the right track?" and how does it continue?" drive the group members around.

Difficulties can arise if this time of reflection is avoided or carried out with too much haste. They can support the group by explaining the meaning and meaning of reflection.

Promote rituals and provide the space for regular exchange of experience.




We train a nonviolent way to accompany group dynamics




We train feedback and nonviolent honesty