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Team Coaching

 

Purpose

 

To build high performance teams that act as the 'engine of the business'

 

Approach

 

CLC coaches teams who have to manage complex change as well as maintaining their existing business. This means facilitating the team to clarify its understanding of the context i.e. the business vision, objectives and strategy. Within this context CLC facilitates the team to clarify what they want to do and how they want to do it.

 

CLC believes that the foundation of strong teams is to build strong working relationships that:

 

• take individual and collective responsibility for delivering
• use individual differences creatively
• have robust debate to tackle the difficult problems
• are mature enough to handle straight feedback
• are genuinely enthusiastic about the task
• have the courage and support to try out new ideas
• go for achieving BIG goals in creative ways

 

Benefits

 

• the delivery of key change objectives
• the achievement of business results
• productivity, creativity and efficiency
• a more enjoyable team climate

 

How It Works

 

The CLC coach works with the team over a period of six to twelve months through a series of one-to-one meetings with the team leader (and, in some cases, with individual team members) plus facilitation / observation of the whole team.

 

The team coaching process addresses two levels:

 

• the business processes e.g. changes of strategy, goals, roles, and business processes needed to align the organisation
• the human processes e.g. team values, dynamics and climate

 

All CLC consultants are experienced in business and have a depth of skill in performance coaching, individual psychology and team dynamics.

 

Step 1

Agreeing key business changes and specific outcomes to be delivered through the programme i.e. 'how will we know that we have been successful?'

 

Initially this may involve a leadership competencies 360 degree questionnaire for the team leader. The team may also find it useful to measure strengths / weaknesses of current team climate through the Team Climate Inventory.

 

Step 2 - Implementing The Contract

The coach meets with the team leader, team members and the whole team to facilitate the team to lift its performance. Through the resolution of business issues the coach also raises awareness of any attitudes or team dynamics that may be blocking the team. The desired outcomes might include increased performance, changed ways of working, higher output, more innovative solutions or faster speed to market.

 

Step 3 - Review

At the end of the contract the coach conducts a review session:

 

• for the team to self-assess the extent to which it has achieved the contract
• to give the team feedback on the coach's view of what has been achieved / what is still to be achieved

 

The team may choose to repeat the Team Climate Inventory.