High performing teams make a great difference - at an individual, team, organisational and system level.
For many people however, their experience of working within a team, particularly when under pressure, is often less than great – and can be marked by a level of frustration at
- the lack of clarity within the team on processes, ways of working and the team disciplines that create effective collaboration
- lack of attention paid to the team dynamics and relationships that can support (or hinder) successful outcomes.
Team Coaching provides a powerful development intervention that brings individuals together to develop their own skills, awareness and learning as a team, helping them to become more effective, efficient and focused in reaching agreed objectives.
Team coaching can deliver increased leadership and performance capacity in many ways. Our experience tells us that focusing on the following 3 areas are particularly important:
It is important to ensure that there is a strong understanding of the team’s purpose and the required objectives that enable the team to work together to achieve results in an increasingly self-sufficient manner.
- How do you and all your team share and align the teams and individual objectives?
- To what extent does your team value individual contribution and joint contribution?
- What are the team processes and disciplines that you and your team have created and fully committed to that enable your team to work effectively and productively?
Roles and responsibilities
It is essential that team members gain clarity on what is required and expected of them in their role, and the level of collaboration required with other team members and stakeholders.
- How often does your team share their expectations or assumptions about each other, their roles and responsibilities?
- How often do you review your approach to stakeholder management and better understand their expectations and assumptions of others?
- How often do you share your learning as a team to enable even better results?
Change, transition and ambiguity
It is important that teams understand how to work more effectively during periods of complexity and change.
- What is the impact of change for your team currently - internally and at an organisational or system level?
- How can you create space and time to ensure you are dealing strategically with the impact of change and build resilience within your team – and other teams you engage with?
- What do you appreciate as your team’s key strengths in working under pressure and how can you enable its members to use these strengths more often?
Our approach is to ensure that the business case for the development of a team is clearly understood by all – and then to help and where necessary challenge teams to OWN and take responsibility for their own ‘development agenda’. Supported by a bespoke series of workshops, individual and team coaching, and observed ‘live’ meetings where teams are able to apply new learning to real situations, we enable teams to create and apply practical, phased and stretching development activities – and to then learn from such application; building the internal capacity of the team to respond effectively to old and new situations, productively, innovatively and with resilience.
Team coaching and the impact of effective team leadership will be a central focus of our virtual leadership summit (9-13 February 2015) - the summit will offer you a series of stimulating webinars and interactive debates involving a wide range of experts and guest speakers. You can register for the summit here.