Teams are built on relationships. Success is about performance. Relationships and performance change overtime therefore hi-performing teams need to maintain agility, adaptability and the right behaviours if they are to maintain a successful track record.
Team Coaching is a very effective intervention for teams to accelerate their development and raise their performance. Effectiveness in the way teams operate and are led can involve sensitive and challenging conversations, which is where a Team Coach can help navigate those tricky conversations.
Team coaching is particularly beneficial for senior leadership teams who often operate under intense pressure, where situations change rapidly, functions can be entrenched and operate remotely from each other.
The principles of Team Coaching lie in moving beyond the common Executive Coaching and it’s a one-to-one basis through to the interaction of the leader and their team. Some of the benefits of Team Coaching include:
- Engagement – Through creating an engaging environment in Team Coaching of psychological safety and collective learning each team member can share concerns, challenge / be curious through open dialogue. The outcome is that they build deeper levels of trust and greater levels of effective collaboration.
- Alignment – Greater clarity, understanding and agreement of the priorities for the team. Context of the importance of team goals related to business objectives and the need to de-emphasise personal preferences.
- Team-working – Better understand and develop the team culture and processes that will underpin how the want team work + what is required to make it happen. This can also include (i) valuing the contribution each member can make when at their best and if not well supported and (ii) a stronger sense of shared purpose, value in co-supporting plus pride in the team’s reputation.
- Energy – Increase the level of creativity and innovation. Actively appreciate the power of playing to each other’s strengths and encourage development of weaknesses (without fear)
- Conflict resolution – Manage all three types of conflict (task, process and relationship) constructively – so that conflict becomes a driver of performance, rather than a barrier.
- Transition – Explore the team culture during change (planned & unplanned) especially the role of risk, performance and difference on the team and each team member.