Build Excellence And Success With Team Coaching

Team Coaching

Team Coaching

The team coaching process helps teams align around a common purpose, establish inspiring spirit and vision, define clear roles, commit to team accountability, make powerful choices and take affirmative action.

Team coaching aims to improve the performance and effectiveness of a team. A team coach is a facilitator who works with the team to help them identify areas where they can improve, set goals, and develop strategies for achieving those goals. The coach typically uses a range of tools and techniques, such as assessments, feedback, and training sessions, to support the team and help them learn and grow together. The ultimate goal of team coaching is to help the team work more effectively and efficiently, and to achieve their goals.

Learn More about Team Coaching

If you want to know a little more about Team Coaching and how it might benefit your teams. why not book a 30 minute call with me and find out more? We can talk through your situation, the issues you face, and discuss if there is something I can help you with. There is no charge for this call.

The Team Coaching Process

Team Coaching is complex. Teams are made up of individuals, all with their own goals, agendas, and motivations.

But the engagement needs to start somewhere?

Typically, we begin by discussing what the perceived issues are that need to be worked on. We complete an initial plan and contract for the engagement.

Confidentiality is an important part of the initial contracting phase. The nature of team coaching is such that there is a need for confidentiality at the individual level, but a need for transparency at the team level. This understanding needs to be managed well to get the most benefit from Team Coaching.

The first step in the team coaching process is Discovery. The coach sits with some or all of the individual members of the team, conducting detailed interviews to understand all the different perspectives on the current group dynamic.

The output of Discovery can be a little confusing for the team as it may contain polar opposite views on how the team works.

Due to the potential for conflict at this stage, the coach will keep the interviews confidential and only present the big themes back to the team. Confidentiality is an essential part of Discovery if we are to get to the heart of the issues holding the team back.

(re)Contracting may happen at times during an engagement. This may sound a little strange at first, but from experience, this is a practical process as the engagement develops. We want the process to remain fit-for-purpose. 

Did we not contract before we began the engagement? Yes, we did. We also defined the type of work we want to do together and for how long. But, from experience, the perceived issues we initially contracted for may prove too narrow or much wider than was initially thought.

All contracting is a negotiation between the client party and the coach, in service of the client. 

Help the team develop self-awareness and enable them to identify their own issues/needs. 

Patrick Lencioni shares his thoughts on the 5 dysfunctions of a team. These dysfunctions block a team from truly seeing who they are and block them working effectively together. By learning to address these dusfunctions and working with a Systemic or Complex Adaptive System Framework, we can expose the issues blocking the team from becoming self-aware.

One of the huge benefits of this new found self-awareness, is that the team can then understand how others, their stakeholders, or collaborators see them. 

This awareness helps teams function better as a team, and better as a team within the system of teams.

Sharing the tools, models, and process of team coaching with the team enables them to continue after the engagement finishes. 

The team learn to coach themselves and continue the generative process of improving cohesion and performance. 

The Coach can only do so much for the team. After some time, the team need to own their own relationships, goals, productivity, and efficiency.

At the end of the engagement, the coach will hand over the process and tools to the team so that they can coach themselves, develop, and grow further.

It is a normal part of the process to close out one chapter and leave the team to manage their own relationships and goals.

There is opportunity to work together again in the future, and at that time the team will be a different entity, with a new cycle of growth, and new issues to explore.

The process cycle begins again.