Companies and organisations today are awash with groups and teams.
As we align to a more agile workplace structure driven by greater uncertainty, complexity and ambiguity businesses have transitioned from a traditional hierarchical structure to one built around networks of teams
Teams are regularly faced with a myriad of challenges and require strong inter relationships built around trust, purpose and accountability. They’re often directed to address organisational change and align to business strategy whilst at the same time interacting with stakeholders on behalf of team members and their devolved teams. Teams are therefore required to be highly efficient, interconnected and deliver more than what’s expected as individual team members.
The primary reason for investing in team coaching is to improve team performance. Team members need to fully understand why the team exists and how important the work is they’re tasked to deliver.
Why it needs them all to play their part as a collective entity and what would the outcome be if they didn’t exist?
It became apparent that we don’t actually know each other that well as a team so all the exercises helped unlock this; especially for those relatively new to the team.
Global Security Director
A further invaluable benefit of team coaching is the development of trust and safety in the team dynamic which helps to address conflict whilst acknowledging different perspectives.
It was great to hear everyone give constructive feedback to each other. This promoted an openness and trust within the team that we can foster going forward. It was much preferable to 360 feedback and I felt everyone was truly honest in their assessments with the aim of helping each other to grow.
Regional Finance Director
Generating a safe space which allows members to be curious, question why things are done the way they are and ultimately create meetings which are a dynamic space where people leave enthused and motivated for what lies ahead.
Flexibility to focus on what the team thought would be beneficial, whilst covering the key objective of the session; the way we operate and how we can support each other.
Global Alliance Director
Effective team coaching requires a strong partnership between the Executive or Team Leader and the Team Coach. One that recognises the need for teams to build-in time for reflection, consider what needs to change, focus on goals and communicate for a better outcome.
If you’re considering team coaching for your team ask yourself:
• Is this team ready to be coached?
• What does the team need to achieve and what would be the consequence of not delivering?
• How committed is the team to the outcome?
• Are there other means of achieving the outcome and have they been tried?
• What needs to be achieved to make the cost of the investment worthwhile?
About the Author | LYNDA SIMMONS - AQUULA MANAGING DIRECTOR
AQUULA is a global executive leadership and systemic teams’ development agency. We specialise in C-suite, board, senior leadership, systemic team coaching and group dynamics with full consideration given to the wider organisational ecosystem.
Our interventions are evidence-based, using researched methods from leading institutional academics, business schools and coaching bodies on neuroscience, systems psychodynamics, behavioural change and humanistic psychology, personality profile assessments and team 360 diagnostics.
We bring personal leadership experience from international commercial and purpose-led organisations with a focus on delivering excellence and net positive impact on the world’s societies and their ecological footprint.