Team Coaching

 
“Leadership is doing what is right when no one is watching.”
-- George Van Valkenburg --
 
Why is Team Coaching an Emerging Talent Management Best Practice?
Why Invest in Coaching?
What are the 4 P’s of Coaching Effectiveness?
 

Why is Team Coaching an Emerging Talent Management Best Practice?

One of the best practices in Talent Management today is Team Coaching and Team Learning. In today’s complex global organizational environments, it is wise to consider models other than the “great individual” model of leadership. In some companies, for example, leadership is moving towards a team of executives and may be formalized in such structures as “Office of the President” or “Office of the Chief Executive” where the “office” is a decision-making team of four to nine people.

There are good reasons for organizations to implement this executive team leadership model not the least of which is to realize all of the talent and intelligence of the most senior people. The most challenging issues global organizations face today are often cross-functional or cross-disciplinary. To find solutions to these issues requires deep expertise in specific areas as well as an understanding of the relationships between functions.

Secondly, in an environment where leaders and managers are seeing their job as setting vision and strategy and are delegating planning and implementation to middle and frontline employees, people are inspired by a collaborate executive team. If a corporate culture of influence is encouraged, people are more bought in when they see a group of people at the top truly sharing a vision and a strategy and modeling it in their behavior.
 
At an executive level, I can assist you in:
  • Achieving alignment among team members based on their leadership, team, and communication styles
  • Upgrading team development and people skills
  • Evaluating your team efforts
  • Coaching your supervisors and team managers to become team coaches
 
At a front-line level, I can assist you in:
 

Why Invest in Coaching?

In today’s business environment, coaching is a business imperative. Coaching is a strategic skill for all leaders at all levels. Coaching enables you to develop your own skills as well as to inspire and develop your team(s) for peak world-class performance and excellence. The fast-paced, global economy of the 21st century requires us to make better decisions faster and to learn new technologies more rapidly. In order to do this, employees need a way to learn more effectively and efficiently. Education and experience are no longer enough because the rules of the game are changing so rapidly.
 
Coaching is the tool that can help develop skills and enhance performance. It is also a portal to facilitate personal and spiritual growth by allowing people to gain new perspective on their values, skills and passions in order to improve satisfaction and fulfillment, and therefore, productivity and retention. Last, it is an empowering leadership style that is appropriate when creativity and innovation are vital to achieving business results.
 

What are the 4 P’s of Coaching Effectiveness?

Partnership:

During the coaching process, a trusting partnership is created between the coach and the client whether that client is an individual leader or a team or both. With challenges such as globalization, virtual team management, rapidly changing roles and responsibilities, continual downsizings, restructurings, and reorganizations, little trust and teamwork exists in many corporate organizational cultures (see also Leadership/Management Coaching). The coaching relationship can provide a safe place for support. I act as a sounding board, a guide, a resource, and a cheerleader offering the appropriate balance of challenge and support.
 

People Skills:

I am an expert in helping others to think, feel, and work together in powerfully effective ways. Some of the common focus areas for team and executive coaching include:
  • Developing an empowering leadership style using coaching skills
  • Giving and receiving feedback for change and reinforcement
  • Understanding communication style and its impact on relationship-building
  • Making key decisions and designing appropriate strategies
  • Bringing a project to its completion
  • Training and developing team members
  • Creating lifestyle balance and meeting the self-actualization needs of team members
 

Personal Responsibility:

I elicit a commitment from my clients such that they learn to hold themselves accountable for their progress. The coaching relationship provides the structure and support people need to achieve their desired success and move from where they are to where they want to be. This relationship also serves as a model for leaders when they work with their teams, their peers, and everyone in their life.
 

Performance:

All lasting change begins with a change in the way a leader influences themselves and others in managing the attitudes, energy and commitment of their people. Outstanding employee engagement and performance results from a combination of self-awareness and knowledge, leadership style, interpersonal skill, and business acumen.