How are we Different?
With team coaching, we are acting in the work environment with the work itself to streamline teamwork for best performance and achieving amazing results.
Why Team Coaching?
Constructing and building new teams (teambuilding) tends to be dealt with off-site out of the work environment, and involves activities more suited to building relationships than to getting the job done. This is partly because individuals in newly formed groups are too busy with natural, unconsciously-mediated group dynamics to concentrate on cooperating or doing productive work.
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Getting people to work effectively together can often be frustrating and difficult, due to the complexities of group dynamics and working relationships. Everyone is super busy, especially team leaders. Workloads are maxed out and information overload and distractions are rife.
Maintaining focus and clarifying priorities have become more and more complicated in recent times. Most team members are good people who just sometimes don't see eye to eye.
They may be doing what they believe is right but not necessarily what the company needs. They may find certain conversations hard to deal with in the absence of efficient skills and awareness for the job.
We help team members identify what they actually DO. This often does not match with what they think they do, or what they believe they should do.
They also get to identify what is required of them, and compare that to what they believe is required of them.
Reconciling any mismatch frequently becomes the core of our work. Enabling the team to achieve that has almost always centred on improving relationships, resolving differences and conflicts and building influencing and interpersonal competencies.
Often only after that are they able to clarify and agree direction, priorities and how best to play to their strengths.
The image on the right shows a generalised map of how we work with teams. The sequence Phase 3,4,5 cycling back through 3 is sometimes repeated as the team learns from taking action, iterating new, creative responses.
Outcomes for the team? Increased mutual understanding, ease, creativity and trust and new-found pleasure in being at work.
Outcomes for the company? Reduced costs, better service, higher profits
Personal Preferences Profiling
Where appropriate as part of Phase 2 in our approach, we often recommend a personal working preferences profile for each team member. There are many tried and tested products available, most of them taking slightly varying perspectives on personality and psychological aspects of the individual.
Team Management Systems (TMS) researched and discovered a pattern in the range of tasks or work types identifiable in all team contexts, and measured individuals’ preferences for each of them.
One of the most widely researched measures available today, TMS helps to build solid mutual understanding between team members, is an accurate predictor of team behaviours, and a reliable guide to individuals’ communication, influencing and learning preferences.
As a pragmatic foundation for building team cohesion, in three decades of use, we have always had great results
Click on the image to see TMS website
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Team Coaching clients have included:
BAE Systems Salaam Project Team
UNHCR Global Systems Project Team
Crown Prosecution Service (Greater Manchester, UK)
International Federation of Red Cross & Red Crescent Societies (IFRC)
OCS Group Region 1 (UK) Executive Board
UK Environment Agency North East Regional Management Team
NHS Torbay Care Trust
South Devon Healthcare NHS Trust
Adult Care Services Rochdale Metropolitan Borough