Most organizations are driven by teams. Whether it’s a functional team, a team of executives or a project team, the team members will achieve better results when they work together effectively.
Hostility, conflicting goals, resentment toward underperformers, and a manager’s unclear expectations are all symptoms of an unhealthy team. To prevent and eliminate them, organizations need to be proactive, and that’s where team coaching can help. We’ll demonstrate how you can put into place proven methods that will get everyone on the same page and elevate your team’s performance.
Why Team Coaching?
Team coaching is an approach that can help individual team members focus on the group goals as much as their own – the sum is greater than all of its parts. It’s effective in reducing conflict, establishing better communication and improving working relationships.
Our experience is that after team coaching exercises, everyone’s communications skills improve, the team’s belief system crystalizes, and the commitment level has reached new heights.
ELP’s Team Coaching Process
Step 1. Align the Organization
The road map starts here. We ensure that everyone understands the role of the leadership team, team members’ roles and responsibilities, the teams’ stakeholder groups and the organizational culture and environment.
Step 2. Address Team Dynamics
How do team members relate to one another? How do we bridge the gap with someone who has different work styles and habits than us, and maybe uncover and appreciate that person’s unique strengths?
Personality and behavior assessments are very effective tools for improving a team’s understanding of its own dynamics. And they help team members think about how to relate to one another more effectively.
ELP uses various personality assessments to uncover individual patterns in communication, conflict resolution and other areas of interaction, such as
Myers-Briggs and DiSC. We also incorporate confidential 360-degree feedback instruments and qualitative interviews which deliver honest, valuable attitudes and opinions on what’s really going on in the workplace.
Step 3. Establish Behavior Expectations and Eliminating Hidden Agendas
Understanding other people’s perspectives is an important element of positive interaction. Developing a clear set of behavior and communication expectations is an important aspect of team coaching.
Quite often, people have competing values that can lead to hidden agendas. If an organization claims to promote teamwork, but still rewards individual behavior, team members may give personal reward a higher priority than team performance. This competing value may undermine the team’s efforts.
ELP’s coaching process will help team leadership identify the sources of competing values and ways to fix them.
Step 4. Review and Evaluate Systems
The best systems are those that evolve and change as the team evolves. ELP uses clear assessments and straightforward review and evaluation tools to guide the team through its various stages. Our ongoing coaching plan prepares a team to continue to meet its pre-established objectives and any new goals it may face.
Step 5. Support Individual and Team Development
Supporting team members helps them learn new skills to meet team expectations. Each person has a different level of readiness to take the steps necessary to change. As your team coach, ELP is sensitive to these differences and helps find resources to support each person’s development goals. This could include individual coaching, group coaching and action learning exercises.
Want to Learn More?
Call us or complete the form here to get more details on how ELP’s team coaching can transform your company.