Team Coaching

Enabling the team to become more than the sum of its members

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The effectiveness of a team can be measured by its productive output, the way its members work interdependently, how well the individuals learn and the overall sense of well-being.  This effectiveness comes from effort, performance strategies, knowledge and skill.  The team leader also has a significant impact. 

how does team coaching work?

Team coaching is designed to be motivational, consultative and educational to ensure sustainable benefit.  Each team has its unique character and needs, so the coaching process begins with discussion and diagnosis with the team and key stakeholders.  This stage is followed by a series of team meetings and interventions that focus on real, current challenges, aims and opportunities.  We look at the complexities of the system in which the team operates and the dynamics of the relationships inside and outside the team.  There are many types of team and I work with each according to the needs of the team and their stakeholders.

What are the benefits of team coaching?

As an independent coach, I will provide challenge and support to develop the team's abilities to:

  • align goals and priorities
  • manage conflict effectively
  • share leadership and accountability appropriately
  •  become skilful at coaching each other
  • collaborate and communicate with each other and with stakeholders
  • generate fresh perspectives and leverage diverse thinking

Team coaching is a growing area of organisational development.  Recent reports highlight that 76% of UK organisations expect to increase their use of team coaching. With its focus on performance and goals, it offers a more relevant and leveraged process than one-off events.

It has been useful to have an ‘outsider’ view and get some clarity and method, as well as having these guided discussions.
— Head of European Infrastructure, international financial services firm

Case Study 2017

The UK team were feeling the heat from demanding local, regional and global stakeholders.  Despite strong individuals and long experience, the team found it increasingly difficult to deal with the stress of conflicting priorities.  Team coaching helped them establish a stronger, more pro-active stance and clarify their values, in order to more transparently guide their decisions and behaviours.  It also helped them with increasing their clarity and improving their processes over time.  Having an outsider's perspective provided fresh insights on their own situation and stakeholder perceptions.