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Team coaching

Team coaching is the special development method of management teams or identical professional teams or project teams working on a current problem

A different side of problems, needs, and expected changes may become relevant. Coaching may be:

Recognition oriented if the objective is the identification of causes, seeking of new solutions, or some common, organizational learning
Clarification of basic questions if it reviews, and re-frames organizational work, and the reason behind structural functioning
Interaction and relationship oriented if it is meant to clarify the principles of cooperative arrangements, and clarify and discontinue conflicts
It may support role behavior if the main issue is to clarify, specify, and re-interpret organizational roles
Performance oriented if the aim is to improve results, and if it identifies obstacles, false approaches, and recommends/tries new types of motivation, and new ways of operation.

When and for what problem shall we recommend the team coaching method?

When we want to build up cooperation following a change in the management team
When we want to identify the power reserves of a management team with established cooperation patterns in order to boost its ´blood circulation´ in conjunction with a specific task
In the case of new organizational tasks, project management challenges, in specific personal challenges
Prior to introducing organizational changes, and measures aimed at jointly seeking optimum solutions, and to follow up specific changes and controls
Clarify areas of responsibility, authority within the team in the context of specific management tasks
Tackling communicational problems, or difficulties of relationship management
In specific analytic processes of conflict situations, and seeking solutions
In multicultural organizations by mapping, and managing cultural differences, and sources of conflict, and elaborating assertive solutions

How to work in the team coaching system?

The purpose of coaching meetings is to work on cases. Members of management and the team of experts bring along specific, relevant, topical problems, hurdles that halt them, and management or communicational situations. It is always the staff member bringing the problem who is given extra attention, and becomes the target of questions, and also the target of his peers` responses. Instead of judgments and criticism there is recognition of problems, and progress in a constructive spirit, consideration of possible solutions, and new ways to follow. And the special gift of team coaching is that team members build up a rich database of personal responses, ideas for further work together. A common language is also created.

An identity of destiny, and experience, the open discussion of similarities and differences will become one of the most effective and most thorough tool of teambuilding.

What results may be expected of the team coaching process?

The team:

Is capable of mapping and mobilizing the personalities, and the self-assessment of the team
Can consciously specify what phase of the team building process they are currently at, and what may be the next step in the process to achieve change, and progress to ensure the performance of a specific task
Cohesion is improving
Commitment increases
There are more initiatives taken, and there is more brainstorming conducted
Constructive cooperation with the various levels of management, and partner working teams improves
Stress, absenteeism, and the number of disagreements reduces
The feeling of appreciation grows, and team coaching will be seen as a sign of the leaders` attention

The timeframe of team coaching

The coaching process consists of at least as many meetings as there are members in the team
One meeting includes two sessions (one session takes 90 minutes)
Meetings are scheduled each two, three or four weeks, as required by the team and the company

DEVELOR STAFF

Robert Stefko
Trainer Be yourself! If you copy someone else you can reach only average.