Team and Group Coaching

Colored Paper Boats

Engaging for Success

Employee engagement continues to be a pressing challenge for many organizations. According to some studies, you can expect that only 28% of your employees are fully engaged, 56% are not engaged and 16% could actively be undermining your goals and mission.

Team and group coaching can have a direct impact on employee engagement and success.  And while executive coaching can have powerful results,  the leader’s team also needs to be ready for a new way of working together.

Group & Team Coaching

Group and team coaching can answer these very important questions:

  • How engaged is your team?
  • What is the level of trust?
  • Is the team change ready?
  • Can it sustain performance?

Most team coaching engagements last 90 days and teams meet on a bi-weekly basis. Optimal size is between 3 and 8 participants. Participants can be from the same team or from different functional areas.

… we dug into real scenarios. We tackled actual situations I was facing.

Depending on the outcomes desired, I use a variety of assessments and tools that help accelerate the coaching process and which help the group see one another in different ways than their normal day to day interactions. Based on input from the leader, the team drives towards goals that are important for both organizational success and personal, professional development.

Group coaching is also a very effective way to maximize your coaching investment.  Participants learn new skills and gain from hearing from other participants about their challenges and solutions.

Variety of Coaching Themes

There are many assessments to help uncover a team’s readiness for change and optimal performance. I use several assessments in group and team coaching, including:

Improving Team Climate

Using the Six Seconds Team Vital Signs (TVS) assessment, I provide a snapshot of the group’s climate – an index of quality of the team. The climate is the context in which employees work each day and the data shows it strongly influences how they do their jobs. Measuring the climate focuses change and development efforts, tracks results, and improves management practice.

By strengthening team effectiveness, you:

  • Prepare for new challenges and changes.
  • Open dialogue about the team’s dynamics.
  • Measure results of interventions.
  • Identify development needs.

The TVS is particularly important if an organization or team is about to embark a significant strategic endeavor or change management process.

True Tilt Professional Profile for Teams

Tilt is great for getting to know each other in newly forming teams, starting the process of personal and professional development,  and dealing with personality issues and conflict.

Leveraging the ground breaking work of Tilt, each person completes a True Tilt Professional Profile. We then look at how each persons character strengths show up in their workplace patterns. These include: their primary team strength, their work style, learning style, conflict style, decision-making style and their influencing style. We also dive deep into how their interact with the different Tilt patterns or personas. Ultimately, an integral team is created that is agile, creative and committed.

Kolbe Team Success

Kolbe provides incredible insight into how individuals and teams move into action when they have the freedom to be themselves.  Using the Kolbe A Index as a part of the a team or group coaching initiative, we can uncover each participates innate abilities and provide a dynamic, interactive way to explore the workings of the team.

  • Inventory the instinctive talents on the team
  • Discuss how to best leverage these talents so team members consistently and effectively work together
  • Review reports which indicate where energy may be missing or overloaded in one or another of the action modes
  • Provide strategies to manage or avoid team breakdowns
  • Provide tools to improve communication

Leadership Embodiment for Teams

In a group coaching setting, we explore the key concepts of conscious and embodied leadership. Leadership Embodiment (LE) is a way to synchronize the energy of the body, speech, and mind with emotions and intuition. Physical practices are used to act as metaphors for how we operate in the world. These practices allow participants to examine a situation as incoming pressure rather than stories and content. We witness our conditioned responses and build our capacity to return to a more centered or grounded state, particularly during high-stress situations. This work also allows us to discover the energetic pattern that precedes our thoughts and feelings. So much of communication is non-verbal; we communicate through the body and convey our energetic pattern to others. If we tune in at the energetic level, we can work with our survival pattern before it becomes a thought or feeling. This work also helps build a more authentic and engaging leadership presence.

So much of communication is non-verbal; we communicate through the body and convey our energetic pattern to others. If we tune in at the energetic level, we can work with our survival pattern before it becomes a thought or feeling. This work also helps build a more authentic and engaging leadership presence.