Team coaching is a necessary requirement for a group of talented individuals to become even more effective through working as a team.
This comes about by developing collective leadership based on a shared purpose. It is completely normal to experience personal differences and disagreements within a group. Part of team coaching is to work through these to the point where opinions can be shared without causing conflict.
Teams are multi-faceted and those who make up the group work hard to value their differences and draw on their strengths to move forward.
When the individuals in a leadership team work together in a joined-up way it creates a joined-up organisation, all working together to deliver the desired results.
As a team coach I help leadership teams to:
Identify what is holding them back
Co-create a team development journey to overcome these blocks
Create an environment of trust where conversations are open and honest and difference is valued
Get clarity on their shared vision and purpose, their roles, priorities and goals
Develop a team culture and team processes which encourage accountability and support high performance
Engage with stakeholders to ensure they continue to meet their needs
Grow ahead of the organisation so they stay relevant and can meet its future needs
Put in place strong foundations so new members can be easily integrated
My Approach To Team Coaching
My approach to team coaching is:
Real it is applied to real situations and includes real time coaching/observation.
Integrated works with the team both as a collective and as individuals.
Systemic situates your collective leadership in the context of the wider system and your impact on key stakeholders.
Expectations includes a measurement process that tracks your desired changes and outcomes to ensure a return on expectations for the team, its key stakeholders and the organisation.
An effective and successful team needs continuous work and attention. But the payback is worth the effort as it results in:
A shared purpose which enhances engagement and satisfaction. This, according to Chartered Institute of Personnel Development research, improves output.
A greater sense of belonging, commitment and accountability which result in better quality of work life; reduced absenteeism and turnover; improved productivity and quality. All of which mean more satisfied stakeholders and adding greater value to the business.
Improved innovation through a willingness to accept difference, openness to new ideas and higher levels of adaptability. In this way the team role models a willingness to change and transform to the organisation thus enabling it to adapt more quickly and remain competitive.
This has a significant effect on the success of the business. The success of the team begins to be mirrored elsewhere in the organisation improving work rates, productivity, efficiency and overall happiness.
Monday morning and I am pleased to say I am featured in the telegraph under the lifestyle and wellbeing section, if you have the actual paper then you will probably not miss it with the size dedicated to the picture of myself, you can read it online at the telegraph
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