A team is a group of individuals, each with their own quirks and nuances, who work together toward a goal. And that’s not always easy. Achieving results in a team requires an open-feedback environment so that the mutual relationships remain healthy. It requires attention to what a team needs to grow and develop.

Being focused on collaboration goes hand in hand with trusting each other, learning to see and deploy strengths. Listening to other perspectives and daring to voice your own ideas. These are all important conditions to be able to face challenges as a team and to stretch your way of thinking.

We look at your team and the challenges it faces, and then work in a fully customized way, so that you and your team can achieve success together and reach maximum potential. In our approach, we resolutely choose for you as a part of the whole, the rebels’ strengths combined, so that 1+1 indeed becomes more than 2.

A glimpse of what it could be:

We introduce the team to the creative thinking process and its various stages. The FourSight Assessment ® gives insight in everyone’s preferred style within this thinking process. As a group, we share these insights and discover how we function together, how we take on challenges as a team, and how we can grow stronger in this.

In the multitude of challenges, there is a need for tangible, feasible solutions that we obtain through creative brainstorming sessions and ‘solution labs’. We bring structure to the chaos and select priorities. We facilitate these priorities from challenge to solution, with an action plan for implementation. Conceived and carried by the team.

Having a ‘growth’ mindset is essential nowadays to keep up with the fast changes around us. Growing as a team implies that each member is co-responsible for the growth of all team members. And in that, being comfortable with feedback is key. We provide the team with the frame that is essential for giving and receiving feedback. We challenge everyone to put this into practice immediately, whether around a feedback campfire or not.

Building a well-functioning team is an ongoing process. New members join and others leave. These changes always have a major impact. Sometimes, it’s necessary to say goodbye to the old and officially welcome the new. When the change is very impactful, for instance the change of a team leader, we support the process of saying goodbye and welcoming by openly discussing the team’s and the leader’s expectations and wishes. This way, the period of ‘getting used to a new situation’ is sped up and all members can quickly redirect their energy to obtaining results.

Much discomfort in teams is rooted in not knowing how to smoothly handle disagreements and conflict. Sometimes, it’s easier to avoid a conflict, or sometimes there’s a tendency to want to immediately resolve differences. This may lead to unsupported decisions. The discussion then goes on in the hallways, not everyone agrees or dares to swim against the current. How can you grow in this with your team? How can you learn to better deal with differences before the situation escalates? A refreshing approach to conflict.


Hugues Demoulin –
Helsen Verzekeringen

‘Lots of new enthusiasm thanks to interactive Solution lab’

“Thanks to the tools provided to us by Kim from Captain & Stoker, and the accompanying support and guidance, our team considered the challenges that we face as a company. Both the FourSight assessment about the different styles of thinking within our team, and the ‘solution lab’ from challenge to realistic solution were eye-openers. We reached solutions that we would have never thought of before. This interactive and team-building way of working has given us tons of material to take on new challenges with lots of enthusiasm in 2023!””
Jan Vermeersch –
Technologies Lead BDO Digital

‘A bunch of tools and tips for the future’

“The ‘New Manager Assimilation Program’ that Kim supervised with us, was a great concept for me as a new manager to get to know my team on multiple levels. The various perspectives gave me a clear understanding of the direction the team wants to move in, and what they found important. By using one-on-one conversations for this purpose, I got valuable input from everyone, both on a personal and a professional level. Everyone could freely express their concerns and formulate their expectations. The report that Kim gave me afterwards, clearly summarized all these things, which makes me re-read it regularly to keep the right focus. I now have a bunch of tools and tips for the future. And it was also a very nice coaching day in a pleasant atmosphere, not unimportant! ;-)”
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We are happy to be the rebels on demand!

We’d love to meet for coffee to see which formula suits your organization best!