Team Performance coaching can be used to introduce a high-performance leadership culture to any team or organisation.
It can be used to build bonds, enhance performance, and even show the benefits of hybrid working.
The interactive activities selected reflect the way in which the organisation goes about its business to provide direct crossover and exercise working relationships.
Individuals may be put into unexpected leadership roles to demonstrate the challenges various team members face and the support needed to fulfill their role. The coach facilitates the sessions to guide the team towards their learning objectives.
We use an evidence-based approach to maximise the impact of the development given to determine which areas need addressing and in which order.
The principles of instructional design are followed to ensure our coaching programs meet the needs of our clients: as in a thought-provoking environment.
Phase 1 - Analysis: A meeting First to discover your expectations and the desired outcomes from your coaching program. We then meet with the participants to get to know the team, understand their needs and establish their personal goals for the program. Next, we survey the individual team members to establish their view of how the team functions, their role within it and what they think could be done better to enhance team performance.
Phase 2 – Design/Development: Once the higher-level goals have been agreed, we work with you to design a program and select an appropriate vehicle to achieve the desired outcomes based on the information gathered. At this time the location and structure of the course is agreed. We recommend during the course using a challenging, stimulating, and fun environment away from the normal workplace to provide true experiential learning. Putting the team out of its comfort zone is perfect for creating a thinking environment ideal for developing leadership behaviours.
Phase 3 – Implementation: Typically, the program begins with a kick-off meeting for the team, to get to know each other better. We would recommend an EQi-2.0 assessment, leadership preference or personality test is included to raise the team’s awareness about their own and the other team member’s beliefs and preferences. As stated above, we recommend an overnight stay away from the normal working environment with a social component built in. During this phase the team would develop its “Lions Laws” and then put them into practice on an experiential exercise. At the end of the exercise, the attendees are provided with individual development plans to help them work more synergistically with the other team members. Over the coming months, the team would reconvene for team development sessions and individual coaching as agreed.
Phase 4 – Evaluation: Throughout the program, we look to adapt the development content to maximise the impact and respond to the needs of the participants. Once the program is completed, we assess the effectiveness of the program and determine any future support arrangements.