Today’s sophisticated, interconnected, fast-moving, an ambiguous organization needs leaders who inspire trust and engage their teams, managing themselves and others with skill and insight. It requires teams that rapidly and gracefully adapt to change, supporting team members’ performance and development.
Each leader, team, and organization is unique and the most effective mix of coaching styles, tools and positions will be individual to them. At TCG, we want to have a transformational impact on the individuals we coach and mentor. But we also want to affect the individual we’re coaching. We want to bring in a broad, strategic focus to the coaching, helping individuals to effect change and collaborate with others to solve immense strategic challenges.
TCG’s Team Coach- provide a powerful partnership with the team and the team leader to efficiently deliver success for the individuals, the team and their organization.
The benefit of bringing a group of high performing experts together in a team is to create value, encourage innovation and improve performance above and beyond the individual team members alone. Team coaching supports the leader to do this in all areas of team engagement, strategy, and collaboration, balancing day-to-day deliverables with the need to grow and develop.
Teams face many diverse challenges from how to integrate new team members or address interpersonal conflict, to setting up a new team to meet stretching targets. These can create highly stressful periods for a team that drive down productivity, leaving the team leader and team members frustrated and unsure how to build greater resilience.
Team Direction – provide clarity, focus, and commitment to the goals and objectives of the team
Team Awareness – increase understanding of the team dynamics and individual team members, how they perform and behave together within the wider system/ organization
Group Learning – develop problem-solving, interpersonal and communication skills facilitated to include feedback and interaction with all team members
Team Development – learn how to make decisions and take actions that will lead to better efficiency, productivity and quality of work life
Personal Development – expand self-awareness, knowledge and improve individual personal skills
Team Leadership Coach– provide perspective, insight, expertise and experience to challenge and support the team leader
THE PROCESS OF EXECUTIVE TEAM COACHING
While all coaching engagements are unique and should be tailored to meet the needs of each executive team, most share some common elements. These are presented below in a typical, but by no means deviate order. Some teams may not need every component; others may require that they experience the elements in a different sequence.
Identification of the Need
Most often, the impulse for undertaking team coaching begins at the top, with the team’s senior leader. is leader is the link between the senior executive team and other forces which act upon the organization: the Board of Directors and the external marketplace, in particular. Senior leaders are often the resistance to see challenges and opportunities on the horizon and to recognize that the executive team will need new ways of functioning to meet these new realities.
Even on those teams where the impulse for change comes from team members, the senior leader must be involved in the decision to proceed. Senior leaders have significant input, if not complete authority, on the structure and composition of the executive team, and often hold responsibility for the team’s agenda. Team coaching is unlikely to take hold of the team if the senior leader is not convinced of its value and willing to focus resources on it.
Regardless of where the need originates, it is at this stage when leaders on the team need what they are interested in achieving and begin to explore their options for doing so. For some teams, the need may be de cit-based: issues with the way the team is functioning are affecting its performance. For other teams, the desire may be more aspirational: these teams are often functioning adequately but are interested in taking their performance to a higher level. Achieving clarity on goals for the team’s development is essential, as this will inform the design choices for their work together.
Serving on an executive team can be one of the most frustrating and rewarding experiences in a leader’s career—often simultaneously. Utilizing an executive team coach to navigate both sides of that spectrum is worthy of consideration because when team members are aligned around a common goal and committed to the work, there are few forces more powerful.
With coaching, teams have moved mountains under tight deadlines and demanding conditions. What made these feats possible was not flawless execution or absence of conflict; it was a sense of pride in the team and its work. It was a willingness to go the extra mile for one another. It was respect for the unique knowledge and skills that each member brought to the table. These are not characteristics that are achieved overnight, nor without deliberate focus. They do not happen; they require time, trust, and patience. Given what we have experienced in our work with executive teams, many are finding that the return is well worth the effort.