“Teams outperform individuals acting alone or in large organisational groupings especially when performance requires multiple skills, judgements and experiences”- Katzenbach and Smith 1993
WHY CHOOSE TEAM COACHING?
The journey from being an effective team to being a high-performing transformational leadership team is challenging and demanding. Inama Coaching provides innovative coaching for teams designed to foster engagement and collaboration and to unlock talents and strengths
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• Is your team doing OK, but would like to go from good enough to great?
• Is your team needing a significant performance breakthrough? • Is your team finding it challenging to operate in a complex environment across diverse cultures, matrixes, locations, cross-functions? • Are you a newly formed team that needs to quickly deliver? • Are you a diverse team needing to leverage the individual strengths of each member? • Are you a team faced with a complex strategic priority? • Are you not as satisfied as you would like to be with your teams way of working and approach? |
WHAT DEFINES A HIGH PERFORMING TEAM?
Inama Coaching©
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Through my own extensive leadership experience and research, I have identified what differentiates a high performing team. The layers are illustrated in the model below
1 A Compelling Purpose
2 Clear Goals and Roles 3 Strong Capability and Expertise 4 Consistent Values and Behaviours 5 Effective Ways of Working 6 Proactive Attitude to Change |
APPROACH TO TEAM COACHING
My role as Team coach is to enable the team to improve its performance, functioning, well-being, engagement and development. As your Team Coach, I work alongside the team both in team meetings and off-site workshops, and in the team´s engagement with its key stakeholders with 1:1 coaching interventions where necessary
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To facilitate the positive development of the team many approaches will be used, including but not limited to:
• Diagnostic instruments, observations and feedback of team interactions and dynamics to raise collective awareness • Facilitative interventions to enable the team to explore certain areas and move to new ways of operating and engaging • Incisive questions • Process interventions and review of mechanisms and ways of working • Educational and best practise input when appropriate • Holding the team to account • Coaching the leader and or some of the leaders off line in parallel |
TEAM COACHING STEPS
This will be an inspiring journey of development and discovery for your team
Each coaching assignment will have depth and breadth and be uniquely personal to your team, but will follow a similar approach
Each coaching assignment will have depth and breadth and be uniquely personal to your team, but will follow a similar approach
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1. A conversation to discuss our approach to coaching and to establish what you want to achieve from your coaching and mutual commitment to working together |
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2. A contracting and goal setting session to explore both the coaching outcomes with key measures of success in addition to our commitment to working together as a partnership |
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3. A diagnostic phase with each team member as well as key stakeholders to assess the current team health and to define the optimum combination of team coaching, workshops and 1:1 coaching over a given timeframe |
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4. Awareness building with focus on use of diagnostic instruments (e.g. profiling questionnaires, preferences, 360 report) to identify the key dynamics in the team, highlighting strengths and pitfalls. A discovery session to explore the key influences, patterns, trends and role models to identify what has led the team to where it is |
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5. Team Coaching sessions to focus on the key relevant coaching outcomes. This may take the form of offsites, or team coaching within standard team meetings. Topics may include developing a code of working, developing a vision, understanding how to leverage our strengths, building trust, handling conflict, accountability, showing up as team to stakeholder, developing a new strategy or unlocking a business challenge |
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6. Ongoing support - Unlimited telephone and email support in between coaching sessions and provision of relevant models and effective frameworks, relevant articles, publications, reading material to assist your team in achieving its coaching outcomes |
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7. Closing session to review the journey of discovery and insight with the team, and to cement the action plan, review milestones and how success will be recognised in future. This is also a great time to formally give feedback to each other and express appreciation of individual contributions |
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8. Roll out/ cascade to the teams below - how to role model the new team behaviour or sharing the materials and approaches with more teams in the organisation |
SOME EXAMPLES OF MY RECENT WORK WITH TEAMS
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• Helping a newly formed team get up and running after an organisation merger
• Turning around the performance of a struggling team • Helping an already successful team move to an even higher level of performance • Improving working relationships in a team under pressure • Supporting teams through major change • Building Coaching skills in a Leadership Team • Facilitating the design of a team mission and strategy for the department |
