Team Coaching programmes - an introduction

What can a team coaching programme achieve?

It depends on your needs. 

Sometimes a team just gets stuck, or loses its way. There might be a lack of energy or the same solutions have been tried one too many times. Performance is not what it was, and an external view is required.

Alternatively, there may be a period of transition, the chance to make the most of new members’ perspectives or other opportunities for reinvention.

What is team coaching?

In essence the process involves coaching the whole team as a single entity over a period of time, rather than a collection of individual relationships. It is intended to ensure the whole is much greater than the sum of its parts.

Isn’t that just facilitation?

There are elements of this, but it is not true for the vast majority of the time. As far as possible members of the team will lead the sessions in order to model how they work without a coach in the room. There are other times when the coach will lead a section, or participate in an activity. The coach guides and intervenes when necessary, and does the work in the background.

How long does the process take?

Programmes tend to last from 3 to 12 months and include a series of sessions of varying lengths and frequency. It is not about expecting long-term change from a single away day or meeting. It is about identifying and exploring the challenges faced by the team, and determining how members work together to move forward.

How does it work for the team leader?

The relationship between coach and the team leader is different. The leader may be a member of the team but not in the same way as the others. It is really important that the leader feels comfortable with it all and retains ownership of the process, with full transparency over how it works. It is true that team coaching can go to some difficult places, and a strong relationship between coach and team leader is fundamental to working it through.

Is one to one coaching also part of the package?

It can be, although it is best that all members of the team participate. It also helps if the aims are closely related to those of the team coaching programme. One to one sessions are often used to ensure progress is maintained between activities and at the end of the programme.

What does a programme look like?

Typically the process has two stages. 

In stage 1 the coach works alongside the team to determine the expectations, observe them at work and collate feedback from within the team and beyond. A plan of activities is then considered and agreed jointly for stage 2.   

In stage 2 the expectations are reviewed to ensure they are still relevant. The plan of activities determined at the end of stage 1 is carried out and reviewed regularly to ensure it is delivering the intended outcomes. This should be the large majority of the work and will enable the team to sustain and build on their progress.

Six months after the programme the coach and the leader have a check in meeting to evaluate the overall impact and identify any further issues.

How does team coaching fit around our other priorities?

Team Coaching is undoubtedly an investment, not least in time for a team leader and other members. The gains in productivity and efficiency make the investment worth it. Once team members see what they can achieve, and in what time scale, they are more than happy to make the commitment.

It is possible to spread activities out, and this is one reason why some programmes are longer than others. All aspects can be adapted so you never feel urgent business is having to go on hold or expectations are unrealistic.

What is the return on investment?

Studies have shown that, for executive coaching, it is somewhere between 500% and 800%. Team coaching is more complex, but the gains can be even greater, particularly when it involves the most senior team in the organisation. Even a team of 6 can meet in 57 different ways, each of which can have their own dynamics. Team coaching enables development in each of them.