What is Team Coaching?
Team Coaching is the art of facilitating and challenging a team to maximize its performance and enjoyment in service of meaningful organizational goals. Team coaching helps teams reach their goals, while creating a sustainable environment that cultivates long-term excellence and success.
When will a team benefit from coaching:
- When a new strategy or work plan is required
- When perpetual team conflicts need to be solved
- When team efficiency must increase
- When team burnout and distress hamper productivity
- When a team is unable to reach its performance goals and deadlines
- When re-stabilization is needed due to organizational change, growth, merger, or downsizing
- When a successful team seeks its next level of growth
- When cultural and communication gaps hinder workflow
- When decision making is weak and hindering
- When diversity blocks the team, rather than propelling it forward
Team coaching helps people understand how to work better with others. It’s an effective method for showing teams how to reduce conflict and improve their working relationships.
The team can then focus on its real work and achieve its objectives. People must learn to work together and understand how to relate to one another – otherwise, the team’s output will be less than it could be.
We commence the team coaching intervention by understanding the dynamics of the team. This is the process of figuring out how team members relate to one another.
We all have different styles of working and communicating, and when we encounter a person with a style that’s different from our own, we can often get frustrated with that person, and fail to recognize his or her unique strengths.
In order to achieve this, we conduct two assessments on team members, one being a learning style inventory and the other a personality and team role assessment.
This forms the basis for the initial interaction with the team. Personality and behavior assessments are great tools for improving a team’s understanding of its own dynamics, and they give team members a better understanding of why they react to their colleagues in certain ways.
This new understanding helps them think about how they can relate to one another more effectively, at the same time that it breeds tolerance by helping people understand that different approaches may be valid in different situations.
For example, if Sally knows that George is shy, she’ll have a better appreciation for why he prefers to do tasks independently.
Rather than assume he’s just not interested in working with her, Sally can focus instead on finding ways to relate to George on his terms. Likewise, when George realizes that social acceptance is important to Sally, he can make an effort to be more friendly and interested in what she’s doing.
Once this has been completed, we move on to the methodology and work systematically through the 15 key criteria for successful teams.
The outcome of the intervention is a comprehensive team charter document that defines the “rules of engagement” of team members. Our methodology does not stand on its own and is informed by the client’s corporate culture, vision, mission, and values.
Coaching to improve team performance could need different approaches for different teams and different people within the same organization. Our methodology is flexible and is customized per a team’s requirements as what works for one team may not necessarily work for another.
Based on the premise that the team is a collective, team members need to share common insight and views in order to ensure high-performance teams.
The most crucial part of coaching is chemistry. For any coaching engagement to be successful there needs to be a relationship of trust, respect and empathy between coach and coachee. We are very experienced in this, and we welcome you to get in touch to find out more about what we can do for your personal and professional development.