The Loop Approach®
– Team Transformation for Future-Ready Organizations
Based on the 7 Qualities of Effective Organizations, the Loop Approach® helps teams and organizations gradually reshape their collaboration within 3–4 months—in a practical, holistic way, and from within.
Let's work together to identify the challenges your organization and your team are currently facing and see how the Loop Approach® can help you transform your collaboration in a sustainable way.
The world is changing, there’s no denying it. Changes are coming at us almost daily, and organizations need speed and a high degree of flexibility to keep up.
But despite various transformation initiatives, little is actually changing internally: decisions take too long, responsibilities aren't clearly defined, and teams work in silos rather than with each other.
This is because organizations repeatedly focus on individual symptoms without making lasting changes to the way they actually work together. The methods and approaches that organizations have traditionally relied on can no longer keep pace with the necessary speed. As a result, profound changes do not take place; instead, resistance and stagnation set in.
We therefore need different solutions.
What is the Loop Approach®
The Loop Approach® was developed by TheDive GmbH in Berlin and helps organizations enhance collaboration holistically from within.
Instead of relying on individual workshops or short-term measures, the Loop Approach® supports teams over several months as they establish new forms of collaboration, test them directly in their day-to-day work, and continuously refine them.
The focus here is not on introducing a specific organizational structure or agile method. Rather, the Loop Approach® provides a clear framework within which teams can develop their own form of effective collaboration. Change is not imposed from the outside; it emerges collaboratively with the people who work together in the organization every day.
The goal is not to introduce as many new methods as possible, but to establish an organization that can continuously evolve on its own.
The Loop Approach® thus provides the answer to the question: How can I create a modern, future-proof organization without jeopardizing my day-to-day operations during the transformation?
It has already been successfully implemented in over 50 organizations and more than 150 teams worldwide.
The 7 Qualities of Effective Organizations
The Loop Approach® is based on seven qualities that are consistently found in successful and particularly resilient organizations. All methods contribute to at least one of these seven qualities in order to systematically advance collaboration.
Clear Direction
Everyone involved understands what they are working on together and how their work contributes to the bigger picture. A shared purpose provides orientation and makes decision-making easier, especially in complex situations.
Fully Realized Potential
People can apply their individual strengths where they create the greatest value. Instead of assigning tasks solely based on job functions, competencies and potential are deliberately harnessed.
Shared Responsibility
Responsibility lies where decisions can be made. Clear roles create transparency and relieve the burden on managers without losing direction.
Individual Effectiveness
People who are well-organized can also collaborate effectively with others. The Loop Approach® helps teams set clear priorities, improve workflow, and approach their daily work with greater awareness.
Effective Teams
Effective collaboration doesn't happen by chance. Clear meeting structures, transparent decision-making processes, and open communication help teams reach decisions more quickly and share responsibility.
Adaptability
Organizations today are constantly facing new challenges. Instead of maintaining the same structures for years on end, they are continuously evolving to meet the current demands of their environment.
Feedback and Conflict Management Skills
Different perspectives are valuable. This requires a culture in which feedback is given respectfully and conflicts can be addressed early on. This fosters trust, learning, and continuous improvement. And ultimately, true high performance.
Did you know? High-Performance Teams
The Loop Approach® focuses on the factors that characterize high-performance teams: clear structures for collaboration, shared responsibility and reliability, influence, a sense of purpose, and psychological safety.
These factors emerged from Google's two-year "Project Aristotle" study, which involved 180 teams. The study clearly showed that it is not the composition of a team that determines its success, but rather the quality of its collaboration.
Here's how a holistic team transformation using the Loop Approach® works
MODULE 1 - CLARITY
Focus: Clear Direction, Fully Realized Potential, Shared Responsibility
First, we want to create greater clarity around how we work together. To do this, we’ll reflect on the current and desired cultures, as well as the extent to which the 7 qualities are present in the team. We’ll also consider: who is on the team, what strengths do they bring, what is the team’s shared purpose and contribution, and what roles and responsibilities already exist or are still needed?
MODULE 2 - RESULTS
Focus: Individual & Team Effectiveness
Building on this new clarity, the second module focuses on how the team achieves results.
This includes having appropriate meeting structures and an effective decision-making process. And since a high degree of autonomy also requires people to manage themselves well, we’ll learn about the principles and approaches of “Getting Things Done.”
For many, this module is a way to break free from the rat race.
MODULE 3 - EVOLUTION
Focus: Adaptability, Feedback, and Conflict Management Skills
Conflicts and tensions in teamwork, whether related to roles or individuals, are natural. However, they should not paralyze a team or be avoided through ineffective workarounds; instead, they should be addressed constructively.
That is why this module focuses entirely on effective communication within a team, for example, using Rosenberg's Nonviolent Communication approach.
In addition, the journey will be wrapped up, any open questions will be clarified, and we’ll ensure that the team is able to steer its development on its own from now on.
Key Facts
A complete loop consists of three 2-day workshops spread out over a period of about 3–4 months. I usually bring in a qualified partner from my network to co-facilitate these sessions.
The Loop can be conducted in person or (entirely or partially) virtually. A typical and effective team size is 6–15 people.
A NEW ALTERNATIVE!
New: The Blended Loop
If the 6-day workshop isn't feasible for you, the Blended Loop offers an alternative: a mix of e-learning modules, self-organized group work, and regular, short live sessions together.
Depending on your needs, this can be a more cost-effective, practical alternative. The Blended Loop can be particularly useful if you want to introduce the Loop Approach® across a larger part of your organization within a short period of time.
It works especially well for teams that work predominantly remotely and are sufficiently motivated to acquire the knowledge independently and take responsibility for their learning groups.
Sustainable transformation begins with a first step.
Every organization is unique. That’s why there’s no one-size-fits-all solution for effective collaboration.
In an initial appointment, we’ll determine whether the Loop Approach® is the right framework for your transformation and what my support might look like in practice.
The Loop Approach® in the Practice
In my former team—made up of employees of various nationalities, generations, and genders—my predecessors and I had regularly worked to improve processes. This included defining responsibilities, for example, using RACI, and implementing a wide variety of meeting formats, such as the Tactical Meeting from Holacracy or Kanban. We felt that we were constantly improving, but some collaboration issues persisted; despite many commitments and optimizations, the meetings still felt somewhat long and tedious, and the level of engagement and willingness to take responsibility varied greatly from team member to team member.
When I first learned about the Loop Approach® and introduced it to my team, I noticed for the first time a profound change that was evident not only in the structures but also in the mindset and team culture:
Everyone took on more responsibility and fulfilled their roles
Proactivity increased
The discussions were much more solution-oriented and hardly ever used the subjunctive.
Communication among us was clearer, more open, and more constructive
The team meetings held to coordinate efforts were engaging and produced more results in less time.
We were able to rely on each other more
What Participants Say about the Loop Approach®
Whether it’s an entire loop or just individual elements of it, participants are always thrilled because the methods are simple and the impact is enormous. Every model and every method leads to “aha” moments. The Loop Approach® is the first transformation I’ve personally experienced and learned about that’s truly fun and can be applied immediately in everyday life.
Claudia Winkler – Your Loop Approach® Coach
When I stumbled upon Frederic Laloux’s book "Reinventing Organizations" many years ago, I was thrilled: he described models of collaboration that fostered a high degree of autonomy and shared responsibility among people, organizations that were lean and highly flexible, and leadership that was people-oriented and purpose-driven.
However, the question remained: How can something like this be achieved in practice? As an ambitious and dedicated young manager, I tested many different approaches, learned from them, and discarded what didn’t work. When I discovered the Loop Approach®, it seemed to be the answer to many of my questions and challenges as a leader and to logically tie together my practical experiences.
Even while I was still in the Loop Fellow training program, I began applying the methods and approaches in teams, so that, thanks to my extensive practical experience, I was able to become accredited as a Loop Approach® Coach (i.e., a Loop Fellow with the required practical experience) in early 2025.
For me, practical application is key, because real change begins when people take action. Thanks to the Loop Approach®, I offer methods that inspire, are adaptable, and have proven effective in everyday life.
Many managers believe that self-organization means anarchy. The opposite is true: in self-organized teams, in particular, there needs to be more clarity about roles and responsibilities, not less.
Similarly, many believe that transformation is impossible without significant resistance and without the organization being paralyzed by the changes for several months. The Loop Approach®, however, is an approach in which the team itself drives the change and implements it directly in its day-to-day work. No resistance, no standstill.
Who is the Loop Approach® suitable for?
The Loop Approach® is best suited for teams of approximately 6–15 people who work together on a long-term basis and require a moderate to high level of coordination.
Because it addresses a variety of issues, takes a holistic approach, and involves the team in shaping the process itself, it can be applied in a wide range of ways and requires no prior knowledge. The industry, company size, and regional distribution of the organization are irrelevant. The Loop Approach® works for everyone from small nonprofit organizations to government agencies and international corporations.
If you want to position your organization or team for the future, strengthen collaboration, or embed change processes for the long term, book a free appointment now, and we’ll assess your current situation, your goals, and whether the Loop Approach® is the right path for you.
Frequently Asked Questions
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Costs vary greatly depending on the intensity of the support. A full loop with two facilitators costs approximately 30,000 euros.
Once we have clarified the scope of the project, you will receive a transparent, customized offer. -
A complete cycle lasts a total of 3x2 workshop days spread over 3–4 months. However, it can also be structured differently or scaled down to meet your needs.
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In terms of content, both approaches amount to the same thing. In the traditional Loop, I guide you through the modules from start to finish; in the Blended Loop, parts of the content are delivered via e-learning and then reflected upon in self-organized group exercises. This can be a particularly useful and cost-effective option for the rapid, widespread implementation of the Loop.
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No. The Loop Approach® is suitable for organizations in a wide variety of starting points. What matters isn’t where you are today, but where you want to go. Together, we’ll tailor the change process to fit your organization, in a practical, step-by-step manner that involves your employees closely.
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No. The Loop Approach® is not an agile framework in the traditional sense and does not require a specific organizational structure. It is a collection of useful methods and approaches for designing collaboration in a targeted and effective way—regardless of whether an organization already works in an agile manner or not. Self-organization and a purely agile structure are optional, not mandatory: the organization or team helps develop the appropriate framework itself.
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Most likely, yes, because many agile transformations have merely adjusted external structures, but a profound transformation of behavior, mindset, and culture is still lacking. This is where the Loop Approach® can serve as a catalyst and implementation tool for your agile transformation, perhaps even the missing link.
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Yes. The Loop Approach® does not necessarily replace existing initiatives. In some cases, it can effectively complement ongoing transformation, cultural, or leadership programs and create a common framework to better integrate changes and embed them sustainably in day-to-day work.
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The Loop Approach® is deliberately designed to adapt to the realities of organizations. Changes are developed step by step and immediately integrated into day-to-day work. This allows the organization to remain operational while continuously improving its collaboration.
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Nationality is not a factor in the Loop Approach® at first —it also works in international groups, even if there may be somewhat greater diversity in the participants' cultural backgrounds.
If possible, a face-to-face meeting is recommended for this occasion to strengthen the bond even further and avoid being limited by time zones. But a loop can also work well online. As a general rule: it’s better to work on the team in a less-than-ideal way than not at all.
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As a certified Loop Approach® coach, I bring experience from various teams and have also used the Loop Approach® in my day-to-day work with my own team. In addition, I can draw on a network of other Loop Fellows and coaches to provide you with the best possible guidance. While working with one facilitator is possible, we recommend two to ensure the best possible support and to bring diverse perspectives to the process.
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A neutral perspective is especially helpful in complex change processes. As an external organizational developer, I help bring together different perspectives, create space for reflection, and provide structured support for change processes without being part of the internal dynamics.
Tell me what you need, and ideally, when you're best reached, and include your contact information, and I'll get back to you as soon as possible!
Alternatively, you can book an appointment to get to know each other right away: