Team Coaching
A high performing Executive Team creates momentum to drive performance throughout the company.
Whether you're establishing a leadership team for the first time, onboarding a new team member, or looking for a way to level up your performance, team coaching can support.
Approach
Team Coaching is about helping the team to reflect on their performance through a variety of different lenses, and then working on the areas that will make the most difference.
I take a systemic approach to team coaching, supporting the team to consider not only the team itself but the broader system - the board, investors, customers and employees - in which the team operates.
The PERILL model, developed by David Clutterbuck, provides a simple, yet systemic, framework to support team members to consider all aspects of performance. To this I've added a Resilience lens, to consider the team's capacity to handle the high levels of change that they'll experience in the fast paced environment of a high growth startup.
How does Team Coaching work?
Team Coaching can take many forms, but, like in 1:1 coaching, to be most effective you need to allow for a series of sessions over time.
Typically there are 3 phases:
1) Discovery: The purpose is to help the team identify the areas that they want to work on. This stage typically includes a diagnostic questionnaire, 1:1 interviews and observing a team meeting
2) Team Coaching: Moving into the core of the work, best practice would be to have a regular monthly cadence e.g. 2hrs/month. There is also the option at this stage to include other diagnostic tools, 1:1 coaching and potentially a team offsite.
3) Review: This is the chance to pause and reflect on the team's progress so far. It could be the end of the team coaching engagement, or it can also be a reset, identifying the priorities for the next series of Team Coaching sessions.
Example Team Coaching Timeline
