Team Coaching
What is Team Coaching?
- On an individual level: helping executives / professionals in a small group to develop, unfold and become more productive;
- On a team level: strengthening the cooperative, problem-solving and learning capabilities of the entire team.
During team coaching we focus on problems that cause the greatest grief for the team. These sessions always concentrate on problems taken from the everyday work of team members, and on enhancing the functioning of the team.
Team coaching does not have to be a stand-alone development program. It may also be used to assist the follow-up of trainings: it can ensure that methods learnt during the training are not forgotten, and that problems which arise in the course of introducing and applying such methods are successfully resolved. Thereby team coaching can contribute to internalizing the operational ways learnt during the training and to make changes lasting and real.
In what ways does the team structure make this coaching form unique?
- Team coaching is a unique blend of coaching, facilitation and training;
- Apart from the coach both team members and the entire team have a role in the development of the individual;
- We use the techniques of dialogue and active listening to assist team learning.
What are the benefits of Team Coaching?
- Results orientation: Team Coaching helps the team clarify and achieve its aims.
- It builds on the experiences, skills and talents already present within the team.
- It promotes the build-up of mutual dedication and responsibility and helps make them lasting.
- It enhances the effectiveness of communication
- It appreciates dissimilarities within the team and builds upon them.
- It promotes the creation of an atmosphere which is full of appreciation and challenges, in which members can perform to their fullest potentials.
- It manages group dynamics, a critical factor of the efficiency of the team, in a way that the team can achieve the highest possible performance.
Who is it recommended for?
- Organizations where there are easily separable, homogeneous spheres of executives or experts (with identical or overlapping development needs). The method can be applied with both actual teams and groups whose members are only connected by their identical positions and thereby similar problems.
- Organizations undergoing a culture change process, where new values and new behaviors need to be dispersed.
- Teams of executives where, besides individual development, there is also a desire for enhancing cooperation and a better understanding of each other.
- Teams of executives where fundamental changes have happened (many new executives or new chief executive; strategy change etc.)