TEAM COACHING

What is Team Coaching?

Team Coaching strengthens a team’s performance by leveraging team skills and improving upon team weaknesses. The process is designed to raise team performance, strengthen inter-team relationships, and ultimately, help the team perform at its highest potential.

How does it work?

HRCatalyst works with the team and key stakeholders to understand the organization’s culture and objectives and the context in which the team is operating. Based on this information and the team’s strengths, weaknesses, and performance goals (see Team Assessment), team objectives are clarified and relevant measures of success are identified. HRCatalyst works with the team for a defined period of time to ensure the stated objectives are realized. Processes are put in place to help ensure the team remains at a high level of performance going forward.

Does my organization need Team Coaching?

Many companies use team coaching in the following situations:

• Ensuring a team is operating at highest potential
• Help underperforming teams meet and exceed expectations
• Mergers and acquisitions
• Blending teams during a merger or acquisition
• Managing change through strategy implementation and reorganizations
• Transitioning team members and/or leader

What are the benefits of Team Coaching?

The proven process of team coaching:

• Improves alignment of team and organizational strategy
• Strengthens relationships of team members
• Strengthens commitment to a common purpose and related goals
• Increases clarity and alignment of roles and priorities
• Streamlines team operations
• Boosts team cohesiveness and morale
• Reduces or eliminates barriers to performance
• Utilizes team strengths
• Enhances team communications
• Advances understanding of individual differences and how to leverage them
• Improves team credibility

What are the steps for Team Coaching?

Although steps depend on the team’s specific needs, the general process includes:

1. The HRCatalyst coach meets with the team members and key stakeholders to understand role, context, challenges, and opportunities. The coach and participants identify development objectives (see Team Assessment).
2. The participants and coach create a development plan and coaching agreement which defines expectations, commitments, and timelines. Metrics to evaluate success are also identified.
3. The development plan is shared with leadership, and often, other trusted associates.
4. Coaching sessions are conducted on a regular basis. The team works on agreed upon assignments and action items between coaching meetings.
5. The coach and participants track progress against goals and review metrics to gague progress and re-evaluate next steps.
6. The coach conducts a post-coaching follow-up to measure sustained success before concluding the coaching engagement.