Improve your team’s relationships, communication skills, productivity and wellbeing
Managing the intricate dynamics of a team can be a minefield, and frictions often arise when you have clashing personalities and communication styles. Each individual within the team has their own perspectives and priorities, yet they must find some common ground and work towards a shared goal. Knowing how to navigate these situations is an invaluable asset in any manager’s toolkit, and could mean the difference between a miserable team and one that’s motivated, productive and efficient.
In team coaching, I work with the team over a period of months and support them to improve the relationships, the interaction patterns, and the conversations so they have more productive and generative conversations. The outcomes are a more resourceful and effective team that performs at a higher level and is more accountable, sustainable, and inspired.
Building purpose and harmony within teams
Team coaching can help answer questions such as:
What is the team’s common vision – the underlying ‘why’
What are the goals and how does the team work together to achieve these?
What is the team and each member responsible for?
How does the team hold itself accountable?
How do they see themselves working as a unit?
How does each team member take meaningful responsibility as part of a leadership team?
“Teamwork remains the one sustainable competitive advantage that has been largely untapped”
Patrick Lencioni, Overcoming the Five Dysfunctions of a Team
A bigger picture focus: achieving team objectives and purpose always come before personal gain or agendas.
A culture where team members feel able to disagree and dialogue constructively so that the best decisions and solutions are proactively sought.
Great levels of trust so team members feel comfortable being vulnerable and transparent with each other.
An ability to achieve commitment to team decisions in a way that maximises all team members’ buy-in and engagement.
A process for holding each other (and the team ultimately) to account: around results and behaviours.
A culture of connection, confidence, and trust so team members feel comfortable being vulnerable and authentic.
Courage and openness to disagree, challenge, and dialogue constructively around issues so that the best decisions and solutions are sought.
Truly consensus-based decision-making where all team members’ voices are heard
Higher levels of creativity, inspiration, and innovation.
Conflict is managed constructively; different viewpoints are dealt with curiosity and openness, knowing that multiple perspectives will always trump one way of doing things.
“Team coaching gave us the time, space and opportunity to talk about issues and share at a depth we wouldn’t normally”
“We were able to put stuff ‘on the table’ and thrash it out, come up with better decisions and have a much clearer focus and buy-in, as a team in how we were going to follow through on our plans.”
Team Coaching FAQs
What is team coaching?
Team coaching is professional, coaching-based developmental approach aimed at supporting teams to improve their performance and the process by which it is achieved, through reflection and dialogue. The coach will work with the team over a period of months to support them to improve the relationships, the interaction patterns, the conversations so they have more productive and generative conversations. Outcomes are a more resourceful and effective team, a high performing, accountable, sustainable and inspired team.
The role of the Team Coach is to create the environment and provide the process and raise awareness in the team so that the team thinks better, reflects better and has better dialogue. Better dialogue means better relationships and are core to a high performing team.
How is team coaching structured?
Step 1: Team coaching usually starts with a meeting with management or organisational ‘sponsor’ to understand the context for the coaching and the objectives, goals, changes envisaged for the team. A team assessment/diagnostic may include a team survey, interviews questionnaire to identify strengths as well as areas for development
Step 2: The initial coaching session – ideally a block of a ½ – 1 day – lays the foundation for the coaching process e.g. reviewing and reflecting on data already gathered around team functioning, raising awareness of team dynamics, creating an atmosphere and space for honest and candid dialogue, confirming on objectives and goals for coaching and how achievement will be measured.
Step 3: Ongoing team coaching sessions are held (typical engagement would be 4-6 x 90 minute monthly sessions)
Team coaching will have a two-fold focus: – Facilitating team exploration and improvements around task and procedural tangibles such as alignment on goals, role and responsibility clarity, mutual accountability, planning and decision-making. – Enhancing relational characteristics and the emotional climate of the team – trust, collaboration, conflict management and team members capacity to engage with each other with greater levels of honesty and vulnerability.
Step 4: In the final coaching session, progress is reviewed, acknowledged and celebrated. The team assesses (e.g. through assessment/diagnostics in advance of this session) and reflects on progress on goals set as well as how this has been achieved (behaviours, team dynamics shifts made). The team develops a plan that will further its performance and sustainability.
How many coaching sessions are needed?
Every project is unique, but typically there will be 6-8 sessions, which includes the initial and final sessions with 4-6 ‘work sessions’ in between.
Wondering if coaching is right for you and your team?