Team coaching

Team coaching enables the team to:

Develop a climate of psychological safety and collective learning. Team members learn to have open dialogue, to share concerns and fears and to work with constructive, empathetic challenge. As a result, they build deeper levels of trust and higher quality of collaboration.
Gain greater clarity, coherence, and consistency around priorities – what’s most important for the team to achieve collectively. They are adhering to and live through their team’s charter, including common values, roles and responsibilities, ways of working. One of the signs that a team is successful in this is that individuals put the team priorities ahead of their own personal task priorities.
Better understand how the team works and identify ways to improve these. Team coaching helps the team question and validate its own assumptions and routines, with the result that radically new ways of working frequently emerge
Manage conflicts constructively – so that conflict becomes a driver of performance, rather than a barrier.
Understand and value the contribution each member can make at their best, and how to support each other in creating circumstances, where they can play to their strengths
Explore the team culture and help it evolve in line with changing environment, while still enabling everyone to retain their personal authenticity
Increase the level of creativity and innovation
Manage its reputation within and outside the organization
Improve the effectiveness of communication, both between team members and with external stakeholders
Have a stronger sense of shared purpose
Become more resilient to setbacks

Because everyone in the team learns and reflects together, teams that embrace team coaching tend to demonstrate more focused, collective energy. As they learn together – and support each other’s learning – they can use real work issues to put the learning into practice, so embedding new skills. Typically, co-coaching becomes a routine activity.

Team coaching delivers benefits especially when:

A new team is being formed
The team is not working as effectively as it could, and the team leader and team members agree that they want to do better
A long-established team has lost motivation and pace and wants to regain it
A top team wants to become a role model for the rest of the organisation

What team coaching can do in all these cases is to re-energise, refocus, and create collective habits of success.

How team coaching works:

A team coaching process is a medium to long term development method and consists of the following steps:

one of the team members brings up an issue that he or she faces, and it has an impact on the whole team.
all the team members will have space to raise their questions and concerns regarding the same topic with the aim to resolve that issue
several rounds of questions and answers are facilitated between the team members based on a set of predefined team coaching rules
one session lasts for about 2-3 hours with an optimum team size of 5-12
following sessions are organised in such way, that every team member will have the opportunity to bring his or her issue to be resolved by the team
as a minimum each team member will be at least once the “host of the problem of the day” before closing the supervised team coaching process, as such that in continuation team is ready for development through self-coaching