Alignment, Effectiveness, Impact
Coaching leaders is not new. However, Coaching teams is less common. Yet Coaching teams does seem to be increasingly recognised as an effective way to grow organisational capacity and team effectiveness.
So, what helps develop a 'functioning team' into a 'highly effective team'.
Do your teams:
See themselves as one entity, or as a collection of individuals?
Does everyone have an equal voice (and airtime to share)? And is the voice shared as if from the individual ("I think...") OR is it conveyed as if part of the team ("We believe....").
Recognise the team as an ecosystem - evolving, learning, redefining, increasingly capable?
Focuses on the dynamic of interactions primarily (rather than on generating evidence of impact)
Believe in collective accountability?
We use ORSC tools and techniques as the basis of our team coaching. Widely regarded as the 'gold standard' in system coaching it supports teams to enhance effectiveness through evidence based and researched approaches.
“Where the whole is less that the sum of the parts, organisational relationship and system coaching works towards making the whole greater than the sum of the parts” ORSC trainer
Our Team Coaching approach:
Works towards raising the level of collective intelligence (awareness and enquiry)
Predicated on authentic and transparent communication within the team. This builds deep connection and trust (deep democracy)
Builds agreed collective and effective ways of working (alignment)
Identifies barriers to team effectiveness and introduces strategies to develop greater performance (team toxins). (A ‘toxin’ being defined as an unskillful expression of what an individual believes or needs)
Supports scaffolded and impactful techniques to resolve conflict (alignment coaching)
Supports leaders enhance their interactions with and as part of the team (systems integration)