Executive Summary for webinar on coaching teams for leverage

Speaker:  Ro Gorell, High-Performance Coach

Moderator:

Neha Wahi, Director – Operations & Customer Success

Overview:

As a leader/business professional you’re likely working with team members one on one. This is great for building individual relationships but not so great for creating collective responsibility and high team performance. Often team members still bring their problems to the leader and this hub-and-spoke approach to leading can be draining for the leader and suboptimal for the team. Even though you are using a coaching approach you still ask, ‘why can’t team members go to each other to resolve issues?’ If you coach one-on-one, then this workshop is for you. Whether you’re a professional coach or a leader wanting to know how to leverage collective performance.

You will learn:

• What team coaching is and isn’t
• How team-based coaching adds value to both the organisation and stakeholders
• How to ask big questions to powerup the team and take your leadership to the next level

Key Takeaways
Why Team Coaching?

Team coaching is different from individual coaching, in team coaching we are looking at a much broader system that the team represents.

As a team coach you work on the following:

• How to identify and resolve conflict
• Understanding how power dynamics play out in teams
• Identifying what makes a high performing team
• Helping teams work collectively together ‘
• Helping teams create rules of engagement and behavioral norms.

The ability to collaborate quickly and understand how to get success quickly is becoming more and more important.

What’s the coach’s role?

What interventions can you use as a team coach? You need to be more flexible in how you operate as a coach.

You can use the following approaches as a team coach:

Coach Approach: How is not having expertise affecting the team? What do they collectively want to do about it?

Facilitation approach: Start off with this approach to get the team comfortable

Trainer Approach: You may want to train the team on certain factors such as psychological safety.

Mentor Approach: Helping the team understand ‘here’s what I experienced in a team that worked well.

Consultant Approach:  You may take on the role of a consultant: here’s a tool to help diagnose what’s missing in the team. I’ve analyzed the outputs – these are my recommendations

 Team coaching can help bring out the important elements of innovation, problem solving, and adaptability in the organization.

The value of team-based coaching – It is important to consider the following:

• Organizations are collections of teams
• Change occurs through groups – the organizational system will always exert more power than any one individual
• Teams exist within multiple systems
• What would the team have to do differently to make a difference to customers/other stakeholders?

 The value of team coaching is that it gets the team to think wider.

The Big Questions – Start with purpose and direction

What are the highest priority things that you need to do together that only together can contribute to the success of this enterprise? – Ruth Wageman

As a team leader this is a very good question to ask your team: What are we trying to achieve?

Another question that you should ask is ‘What makes a real team’? The three important elements to consider include:

• Team works interdependently
• Shared goal and purpose
• Shared responsibilities

Hub and Spoke Leadership

The leader is the hub in a wheel and the team members are the spokes.

• Coaching 1:1 Creates great relationships with the leader and individual team members
• How does this foster collective responsibility for resolving problems?
• What type of team do you need?
• What are the implications for my leadership style?

Click here to access the complete webinar.
Also, here is the snippet from the webinar –