Team Coaching

A process for collective performance

Coming together is a start, staying together is progress, working together is success.

Henry Ford

Why a Team Coaching?

Team coaching is a long-term support for the leader and all the team members, whose objective is to optimize cooperation. The power of the team is greater than that of each of its members, and the role of the team coach is to facilitate this feeling of solidarity and alignment. In order to mature and reach the stage of a "successful team", team members and their leader, through team coaching, seek to improve the quality of their interactions with each other and with the rest of the organization. Individual coaching sessions may also be necessary.

Together towards a common goal

Team coaching allows team members to align themselves on common operating principles, to regulate possible difficulties, to reinforce the feeling of belonging and collective pride, and finally to project themselves into the future with an action plan.

How does team coaching work?

Step 1: Diagnosis

The first step of the team coaching consists of an assessment of the team's functioning, through interviews with the leader and each team member. The feedback gathered on the functioning of the team (level of trust, level of cooperation, modes of communication, decision-making, etc.) is synthesized and brings out the team's priorities for action.

Step 2: Contract

The coach establishes a contract of objectives with the leader and the team regarding the expected results. The coach is careful to establish the contours of his role with the leader. He checks what the leader expects from him and positions himself according to the objectives: challenger, mirror of the team's behaviors, provider of feedbacks and feed backs, meeting facilitator, etc.

Step 3: Accompanying the team

The team discusses its operating methods, its vision, its objectives, its communication methods, its conflict resolution methods, its decision-making methods, its performance, its challenges, the alignment around a vision, the construction of new values or the implementation of new behaviors. Feedback will be facilitated by the coach, who will give everyone a voice in order to free up exchanges, cross perceptions, reveal real or latent conflicts, help the expression of collective and individual pride and/or frustration. The coach helps the team to become aware of what it does well and what constitutes the foundations of its success. The team coach supports the team in its awareness of its assets, strengths and areas of concern. He encourages exchanges to anchor cooperative behaviors and work methods or to try to eliminate anti-team behaviors.

Step 4: Assessment

The team coaching should be finalized by a real visualization of the path taken by the team, of its current progress axes, of the return on investment of the work done.
A feedback from the manager to each person on their contribution and on their professional development perspectives for the following year can also be organized.