Team Coaching

Moving forward to success

Effective Teams Deliver Success

If there’s one thing we’ve learnt in the 25 plus years we’ve been out there helping clients build success, it’s this:

The businesses that have shown the most consistent and sustainable growth are always those who have developed effective teams.

It’s an inescapable fact of successful business life.

Businesses with effective Teams win!
Whether it is a micro-business, where it is a unitary team, or a much larger organisation with multiple teams, effective teams share these common characteristics:

  • A Strong identity.
  • Shared values.
  • Complementary skills and roles.
  • Shared goals, vision and purpose.
  • Clear and visionary leadership.
  • Clear and agreed ground rules.
  • They deal well with conflict.
  • However successful and integrated they are not insular.
  • They are celebratory.

Benefits of Team Coaching

It’s a pretty simple equation, whatever stage your team is at, professional coaching makes teams better. How? By lowering or reducing what we can think of as “interference”.

And what exactly is interference you may be wondering? It’s this:

  • Lack of trust in other team members.
  • Fear of ridicule.
  • Fear of being dominated.
  • Pursuance of personal agendas.
  • Lack of clarity or the pursuit of incongruent goals.
  • Hidden agendas.
  • Incongruent beliefs and positions.

That’s not an exhaustive list but it gives you a pretty clear idea of what every team is potentially up against. Interference that can seriously damage its health and effectiveness.

Here’s what coaching works hard to encourage:

  • Listening and a desire to understand each other.
  • Clear feedback given and accepted
  • High levels of intuitive communication.
  • Mutual accountability for the achievement of goals
  • Focused activity.
  • Robust, challenging conversations.
  • Mutual respect and caring.

Where this ethos prevails then you have strong teams, vibrant teams, Teams capable of delivering way beyond expectations and way beyond the simple sum of their parts. It was for these reasons that American business writer Patrick Lencioni wrote the following:

“If you could get all the people in an organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time”

He’s right. If you want to win consistently and long term, then you need to build a winning team. So we’ve developed our four phase team coaching model based on this immutable business truth.

Phase One:

An initial meeting. First we’ll meet you and your key people, find out who you are, where you are and where you want to be. Then we’ll plan a coaching strategy tailored to a specific departmental and/or individuals’ goals based around our proven “Connect 4” programme. A strategy designed to support your overall mission and values.

Key Outputs:

  • Agreement on how your senior leaders view your mission, vision, values and goals.
  • Agreement on how these will be communicated and to whom.
  • Definition – what does it take to be a leader?
  • Selection of teams to be coached in Phase Two.
  • Fine tuning of programme for Phase Three.

What’s good about coaching teams?

  1. Improves alignment of team and organisational strategy – the power of alignment unleashes a new dimension in the work place.
  2. Strengthens commitment to a common purpose and related goals – a shared vision.
  3. Streamlines’ team operations – sharper clarity.
  4. Boosts team cohesiveness and morale – stronger unity.
  5. Improves team credibility – increased influence.
  6. Utilises team strength – efficacy

To sum up – team coaching leads to Shared Goals, Values, Purpose and Vision.

Phase Two:

Time to crack open the team building and profiling tools. To explore your organisational ambitions and compare them to those of your teams or departments. Where is the overlap? Where is the alignment. How can we start to tighten the fit?
Key Outputs:

  • Agreed team goals and values matched to overall company objectives.
  • Identified personal/technical skills that correlate with the key actions.
  • Identify a Phase Three with action plans to help meet both company and team objectives.

It’s a simple enough equation.
Successful Coaching = Change + action!

Phase Three:

Phase Three represents the tree. The structure of the programme that will bear the fruit. The purpose of this phase is to build trust, the capacity to argue for the best solution, to develop commitment and accept accountability.
An agreed structure that claims ownership, that inspires buy-in, from anyone involved in the process. With this in place we can now work with teams or individuals to focus on areas that deserve particular attention.

Key output: Action plan and implementation.

Phase Four:

Follow up: A half day meeting with each team to compare agreed actions against actual outcomes.
Key Outputs:

  • Greatly improved and scalable leadership.
  • Reduced pressure/stress for the owner/CEO.
  • A solid platform for the growth of the business.
  • Retention, development and progression planning for staff.
  • More effective board, with strategies for recruitment, development and measurement of performance based around clearly defined roles.
  • Road map for future success.

Benefits to the individual and the organisation.

  • People become better at their jobs – they do more in less time and they do it better.
  • Improved self-confidence, skills, goal achievement and relationships.
  • Reduced staff turnover cuts costs
  • Retention of best staff helps efficiency and growth planning.
  • A stronger more stable organisation.
  • A better more profitable organisation.
  • A happier, healthier more positive culture and environment.

Return on Investment

25 years delivering quantifiable benefits means that many of our relationships are long standing and virtually all our work based on referral.

Every client, whether a one-off or an ongoing project receives the same commitment.
A clear contract that defines:

  • An agreed definition of coaching.
  • Agreed measures of success.
  • Clearly defined roles for the coach, client and sponsor
  • Absolute confidentiality.
  • The number and length of individual coaching sessions.
  • Agreed feedback methods.
  • Agreed evaluation of the coaching contract.
  • Agreed methods and time skilful evaluation of the coaching contract.

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