Team Performance Coaching

Our approach to team performance coaching starts with a strong level of alignment to the organisational vision and strategy, and how the Team is planning to work towards that.  Sometimes we re-visit the purpose and mission of the Team, and if necessary support the Team to create a Team Plan with objectives in the areas of strategy, finance, marketing, operations, customer service, stakeholder management etc.

​The Approach also depends on what the stated needs of the Team are, but getting the team to focus  on some basic functions of the team is a good starting point. ​

​Our Team performance coaching involves a single coach working with a small group of leaders/team members usually in the group size of 6-15 members.

Team performance coaching gives members of the team various opportunities to stretch beyond their current capabilities. By partnering with the team the coach can introduce new ideas and see opportunities to improve team performance in the context of its everyday work challenges.

Below are the various phases in the team coaching approach we follow. 

1. Team Coaching Foundation
This is the initiative phase towards establishing a foundation for detailing the strategic objectives, nature of team dynamics, timeline, number of participants etc. 

2. Diagnosing  Phase

• Diagnosis is done in a one to one confidential meetings with Team members to find out the current state of team, what works well about the team, what does not work well and why. To establish their ideas on approaches that will work for them, and how they could be measured.
• Using a Human Team Potential Assessment / Behavioral Assessment We asses both Individual and the Team Potential and Team Behaviors. 

We use the Team Human Potential Assessment to measure how a Team is performing on these five mindsets:
 

For assessment of  personality and behavior assessments we use instruments like  / DISC /  Insights. These psychometric tools improve the team’s understanding of its own dynamics. We also use a 360 survey of team members as a potentially useful starting point to help people understand themselves and how they work with others.

3. Kick off Phase

• Focus on the wider organisational aspect, as well as the team challenge
• Create Team contract, including the metrics and assessment for the programme (individual and team)
• Determine areas of focus and commitment for the sessions.

 
4. Ongoing Coaching sessions Phase

• Group size – 8 to 10 is the ideal size for a team, with a maximum of upto 15
• Frequency – around once monthly for 3-6 hours.
• Duration – often around 6 -12  months, though can be shorter or longer
• Decision on how to run the sessions in terms of level of formality.
• Action Learning approach focused on improving questioning and reflection of team members.

 
5. Assessment and sustainability Phase

• Here we review the “distance traveled” of the Team coaching project for the whole Team and the individuals in it, and the strongest way to do this is to repeat the baseline assessments, whether its a Human Potential Model or  360 or psychometric
• Its important to look at ways beyond the Team Coaching project that the reflective practice of the Team is sustained; e.g. regular reviews using Learning set principles, ongoing peer coaching etc. 

pTeam coaching can provide many benefits to the individual, the team and the organization. Depending on the set-up of your team coaching environment and the needs and goals of your organization, there are many benefits that could be realized such as.

Benefits to the individual.

• Become more Self Aware
• Learn about other team members in a psychologically safe environment
• Share perspectives in a psychologically safe environment
• Be more engaged at work
• Be part of a winning team

Benefits to the team.

• Establish a team charter
• Create an action plan
• Ensure  Team commitment
  
• Maintain Team accountability
• Showcase individual strengths within the team
• Resolve conflicts effectively
• Collaborate towards a common goal
• Achieve Team Results

Benefits to the organization.

• Less expensive than one-on-one coaching
• Experience effective teams that meet their goals
• Move the company forward
• Increase employee retention
• Achieve Organisational Goals.