Team Coaching

Teams in crisis usually know what their issues are but need help facing them. We help you clear away the clutter and shift into more productive habits. 

Team crises can be extremely serious for the health and well being of individuals and the productive performance of the organisation. In highly challenging times, leaders easily revert to older patterns of thinking and feeling and can adopt unhelpful behaviours which fuel disconnection with colleagues and a decline in collective performance. Teams in crisis often need help reducing the high levels of conflict and increasing psychological safety so members can productively engage around critical challenges.

Teams that are in a crisis typically know what the symptoms are. The primary problem to be tackled is that the team finds it too difficult and painful to face into ‘what is’ and powerful habits are in place that maintain an unhelpful status quo. The coaching work supports the whole team to more fully face into reality, and to spot and side-step any unhelpful habits that are in place. For sustainable change to take place, team members need to be committed to working on their collective behaviours and the deeper levels of emotional and psychological dynamics.

The primary focus of team coaching is about improving the health and productivity of the team-as-a-whole, not just the team leader or key individuals. Team coaching is not an approach that is needed for all challenges and our work starts by facilitating an introductory team session to talk through:

  • what the team perceive the challenges as,
  • whether team coaching is an appropriate approach,
  • how it differs from individual coaching,
  • what a coaching programme could look like.

This session also offers space for the team to explore how they will work through issues that may arise in the coaching, such as how confidentiality is held, and how collective decisions will be made about the team’s development.

Our typical coaching programme works with a team in crisis for 12 – 18 months to shift unhealthy behaviours and underlying habits. Work starts with a collective discovery phase to gather stakeholder information on what the current reality is for individual team members, the team as a whole, and the impacts the team is having on the wider organisation. This is fed back to the team, reactions and responses to ‘what is’ are assessed, and an initial developmental diagnosis is co-created. For some teams, it may be appropriate for members to engage in a STAGES Assessment so further insights can be gained into the team dynamics and further recommendations identified for the team’s development.

After the discovery phase, the team engages in a series of group sessions held every 4 – 6 weeks, with individuals holding 1:1 sessions during the intervals. At key points during the coaching work, further stakeholder input is gained to assess progress and impacts. If appropriate, at the end of the programme, team members are invited to do a follow up assessment of their stages of development.

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Team Coaching can be demanding work and requires two coach-facilitators to provide appropriate levels of support to all team members. Jason works with Sarah Willis under the banner of renewal to offer clients team coaching services.

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“Sarah and Jason are a really unique pair – they complement each other perfectly and I have no hesitation to recommend them for the toughest team and organisational challenges.”

CHIEF EXECUTIVE
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