Team Coaching: Guidelines for Building High Performance Groups

The success of any organization hinges heavily on its ability to harmonize the diverse talents and skills of its members toward a common goal. In this intricate dance of collaboration, the role of team coaching emerges as a linchpin, guiding individuals to operate cohesively as a unit.

(by Jonathan M. Pham)

What is Team Coaching?

Team coaching is a type of coaching designed to enhance the collective performance of a group by fostering effective collaboration and goal achievement. It can be performed in various scenarios – e.g. when teams encounter new challenges, aim to boost their overall performance, or aspire to cultivate a positive and productive work culture.

Below is an example:

A team of software engineers grapples with persistent challenges in meeting project deadlines – despite putting in extensive hours. Recognizing the need for intervention, the manager opts to bring in a team coach to facilitate improvement. The team coach initiates the process by conducting a thorough assessment of the team’s dynamics and requirements. Subsequently, a tailored coaching plan is developed, targeting key areas for enhancement.

Central to team coaching is the identification of specific goals that align with both individual and collective objectives. Through a collaborative approach, the coach engages with team members to enhance communication channels and promote seamless collaboration. Additionally, they also assist in refining existing workflows, optimizing processes, and implementing strategies that contribute to the team’s overall efficiency.

Team Coaching vs Group Coaching

Team coaching and group coaching both involve small groups with interdependence and a shared journey toward growth – and they both hinge on creating safe, trusting spaces conducive to open communication, fostering an environment where participants can share experiences, insights, and challenges. That said, despite the same fundamental characteristics, the two approaches diverge in their focus, purpose, and the dynamics they address.

• The first distinction lies in the nature and purpose of the collective – team coaching centers around a specific team with shared visions, missions, and objectives, working together regularly. On the other hand, group coaching is directed at a diverse assembly of individuals connected by a common interest, theme, or challenge, albeit without necessarily working together or sharing identical goals.
• Team coaching assumes a systems-thinking perspective, wherein the coach comprehends the intricate organizational dynamics influencing the team and its objectives. Hence, it is specifically tailored to enhance team performance, collaboration, and alignment while simultaneously fostering individual development among team members. In contrast, group coaching operates under a cooperative framework, with the coach facilitating interaction and idea exchange among the diverse group members. The emphasis here is on supporting personal and professional growth, as well as encouraging peer learning and mutual support.
• As the coach adapts their role and approach, team coaching demands a high level of comfort with ambiguity, acknowledging and navigating the uncertainties and unpredictabilities within the team’s work environment. This is essential for steering the team through challenges that may arise in their collective endeavors. In contrast, group coaching necessitates a coach’s adeptness in setting boundaries, managing the varied relationships within the group, and navigating interactions with external stakeholders. This boundary-setting skill is critical in maintaining the group’s coherence and ensuring that the coaching process remains focused on individual and collective growth within the broader context of the group’s dynamics.

Characteristic	Team Coaching	Group Coaching
Focus	Team performance, collaboration, and alignment	Individual and professional growth, peer learning, and mutual support
Participants	A specific team with shared visions, missions, and objectives, working together regularly	A diverse assembly of individuals connected by a common interest, theme, or challenge, without necessarily working together or sharing identical goals
Coach’s role	Facilitator of team dialogue and reflection, helping the team to identify and address challenges, develop strengths, and achieve common goals	Facilitator of interaction and idea exchange among the diverse group members, providing support and guidance for personal and professional growth
Key skills required of the coach	Systems thinking, understanding of organizational dynamics, comfort with ambiguity, ability to steer the team through challenges	Boundary-setting, managing varied relationships, navigating interactions with external stakeholders

Why is Coaching Important for Teams?

• Performance improvement

Team coaching acts as a catalyst for heightened productivity – by enabling members to identify and address weaknesses, foster the development of new skills, and implement strategic changes. Over time, the process becomes a crucial asset that supports an organization’s sustainable ongoing development.

• A better workplace

By refining communication channels and encouraging collaborative efforts, team members are more capable of aligning seamlessly toward common objectives. This not only contributes to a more positive and productive work environment – but also lays the foundation for enduring team success.

• Cohesive team building

According to research by McKinsey, there has never been a time when the value of high-performing teams has become increasingly evident – surpassing the capabilities of individual contributors. Team coaching serves to enhance team performance, alignment, and cohesion – while concurrently fostering individual development within each member.

• Conflict resolution

Through instilling an understanding and appreciation for diverse perspectives, team coaching equips employees with the tools to address conflicts constructively. As such, it contributes to building up a harmonious team culture and mitigating stressors that impede productivity.

• Learning facilitation

Team coaching provides invaluable opportunities for powerful interactions among leaders with comparable experience and positions. As stated by Harvard Business Review, this small-group coaching dynamic allows for deep learning experiences that transcend formal team structures, offering insights and perspectives that might otherwise remain untapped.

• Positive corporate culture

The encouragement of sharing each person’s experiences, insights, and challenges results in a sense of mutual support among team members. As such, people are more likely to feel valued, engaged, and satisfied – which is a crucial component of a positive workplace culture.

• Change management & adaptation

Given the current ever-evolving business landscape, coaching has proven itself to be a strategic asset for organizations looking to retain an edge in the market. Through sessions that deal with topics such as resilience and agility, team members are better equipped to navigate uncertainty, embrace change, and seize opportunities for growth.

• Unleashed innovation

By encouraging team members to think expansively and generate novel ideas, coaching nurtures an environment where creativity flourishes – and ensures that organizations remain at the forefront of adaptability. In essence, it contributes to laying the groundwork for sustained success and excellence.

When Should Team Coaching Be Used?

• When faced with complex problems/ decisions: Team coaching is instrumental when a team faces intricate challenges that seemingly cannot be resolved (e.g: a team of engineers working on a new product design is unable to come to a consensus on the best option). In such cases, the coach’s role is to facilitate structured discussions, guide the team through decision-making processes, and foster an environment that encourages diverse perspectives.
• During periods of high pressure: Teams often come across periods of heightened pressure, such as tight deadlines, increased workload, or external crises. Coaching during these times is crucial for members to cope with stress, maintain effective communication, and collectively navigate through challenges.
• When building/ reinforcing a positive team culture: Coaching is typically employed when a team seeks to build or reinforce a positive culture – characterized by enhanced collaboration and shared values.
• When fostering creativity: In industries driven by innovation, team coaching becomes an invaluable tool. The coach may employ a variety of techniques to stimulate creative thinking, encourage risk-taking, and empower people to share/ experiment with their ideas.
• When developing leadership within the team: In case potential/ emerging talents are spotted within a team, coaching is essential to nurture their skills, enhance their leadership capabilities, and contribute to a more self-sufficient and empowered team.
• When integrating diverse perspectives: Most often, organizations are composed of individuals from diverse backgrounds. Coaching can be employed to facilitate discussions that promote inclusivity and harness the collective intelligence of the whole team.

Read more: Employee Training – The Foundation of Workplace Success

How Does Team Coaching Work?

Team coaching may be delivered in a variety of formats – including one-on-one coaching, group coaching, and workshops. Whether led by an external coach or an internal leader with the required skills, the overarching goal remains consistent: to assess the team’s current state, establish clear and measurable goals, develop actionable plans, facilitate communication, and provide ongoing support.

In terms of topics, some possible ideas for team coaching sessions are:

• Enhancing team culture: Developing rituals and traditions that strengthen team cohesion and morale – while also addressing/ transforming any toxic elements within the team culture.
• Effective decision-making: Adopting decision-making frameworks that encourage collaboration and inclusivity.
• Stress & conflict management: Strategies, tools, and techniques for managing conflict, facilitating constructive dialogue, and nurturing resilience.
• Goal setting & accountability: Establishing a system for tracking progress and holding team members accountable and motivated to achieve long-term objectives.
• Leadership development: Identifying leadership potential within the team – and encouraging a distributed leadership model to maximize individual strengths.
• Innovation & creativity: Implementing strategies for brainstorming, idea generation, and problem-solving. Encouraging a mindset that embraces change and views failures as learning opportunities.
• Remote team collaboration: Addressing challenges specific to remote work, such as communication gaps and feelings of isolation – while also fostering a sense of team unity and cohesion across geographical boundaries.
• Feedback & continuous improvement: Establishing a feedback loop within the team for ongoing improvement.
• Succession planning: Identifying and grooming potential successors within the team – and developing strategies to ensure a smooth transition during personnel changes.
• Community engagement & social responsibility: Community engagement initiatives to enhance team morale.
• Technology integration: Advising on the implementation of new technologies to streamline team processes.
• Celebrating Diversity & Inclusion: Addressing unconscious biases and fostering an environment where everyone feels heard and respected.

Team Coaching Models

Various frameworks have been developed to guide teams on their journey towards improved performance and sustainable success. Here, we go over some of the most common methods:

• The GROW Model: An acronym for Goal, Reality, Options, and Will, GROW provides a structured framework for teams aspiring to set and achieve objectives. Beyond goal-setting, it emphasizes assessing the team’s current reality, exploring diverse options, and committing to actionable steps. Originating from the realm of individual coaching, the GROW model’s adaptability makes it a versatile tool for teams striving to enhance performance, solve complex problems, or make informed decisions.
• The STEPPA Model: STEPPA extends beyond the traditional coaching paradigms by incorporating a comprehensive approach to team development. Encompassing stages such as Shared vision, Team strengths, Effective planning, Progressive actions, and Achievements celebration, it is a great choice for teams seeking positive transformation, resilience against challenges, and the acquisition of new skills.
• The OSKAR Model: OSKAR champions a solutions-focused approach by redirecting the team’s attention from problems to possibilities. Those who follow this coaching style identify what works well, scale up successful strategies, agree on actionable steps, and review outcomes collaboratively. OSKAR is particularly effective for teams aiming to amplify their effectiveness, capitalize on existing strengths, and boost motivation through a positive and forward-thinking lens.
• The CLEAR Model: CLEAR places a strong emphasis on building a foundation of trust and support within the team. Comprising Communication, Listening, Exploring, Action, and Review, the framework provides an amazing framework for fostering a coaching culture. By actively listening, exploring situations, taking purposeful actions, and reflecting on outcomes, teams employing the CLEAR model are equipped to cultivate an environment conducive to ongoing learning, potential development, and experiential growth.

Read more: The Situational Coaching Model – by Dr. Peter Chee

5 Steps for Effective Team Coaching

1. Establishing the objective

The foundational step of the process is establishing a crystal-clear objective that aligns seamlessly with the team’s broader vision, mission, and goals, ensuring a cohesive trajectory. Following the SMART criteria -Specific, Measurable, Achievable, Relevant, and Time-bound – adds precision and feasibility to the goal-setting phase.

Collaboration between the coach and team members is pivotal in garnering consensus on the objective and fostering a sense of ownership and commitment.

2. Understanding through assessment

Moving beyond the initial objective, effective team coaching necessitates a thorough understanding of the team’s current state and the envisioned outcome. Assessment involves a comprehensive exploration of both strengths and areas for improvement, coupled with an examination of prevailing opportunities and challenges.

Example:

A coach is engaged to work with a team of software engineers who are struggling to meet their deadlines. The coach begins by meeting with the team individually and as a group – as well as by observing them working together and reviewing their products.

In her initial assessment, the coach identified the following main points:

Strengths:

• The team is highly skilled and knowledgeable.
• Members are committed to their work and to each other.
• Strong sense of camaraderie.

Areas for improvement:

• The team’s communication is not always effective.
• Difficulty delegating and prioritizing tasks.
• The team is not using their time effectively.

Opportunities:

• The team is working on a new product that has the potential to be a major success for the company.
• They are open to feedback and change.

Challenges:

• The team is under pressure to meet tight deadlines.
• They are working on a complex project that requires a high level of coordination.

Based on the above-mentioned information, the coach works with the team to develop communication protocols, improve their delegation and prioritization skills, and develop more effective time management strategies. She also provides the team with tools and resources to help manage stress and conflict.

Asking open-ended questions and active listening are critical for ensuring a nuanced comprehension of the team dynamics – and laying the groundwork for targeted and tailored coaching interventions.

3. Providing feedback

Feedback is a linchpin for progress as the coach shares observations, insights, and suggestions. Constructive feedback, rooted in the established objective and the assessment findings, focuses on specific behaviors and actions rather than personalities or intentions.

As a coach, one should strive to be timely and balanced in their input delivery – so as to build up an environment conducive to continuous improvement.

4. Identifying actions

Team coaching excels when members are guided to generate and select realistic, relevant, and results-oriented actions to respond to the challenges at hand. Collaborative decision-making, guided by the coach’s expertise, ensures that actions are not only prioritized but also assigned and scheduled, embedding accountability within the team.

Example:

Building on the previous example, the team coach works with the engineering team to identify actionable items that address the challenges identified during the assessment:

• Develop a communication plan that outlines how the team will communicate with each other and with stakeholders.
• Create a task delegation and prioritization system.
• Develop a time management plan that includes strategies for managing stress and conflict.
• Conduct regular team check-ins to review progress and identify any challenges or roadblocks.

The coach then works with the team to ensure that their actions are aligned with their overall goals. Her continuous support as the team implements their action plan allows them to make significant progress. The team’s communication and collaboration skills improve, they become more effective at managing their time and resources, and they are able to meet their deadlines and deliver a high-quality product.

5. Reviewing & reflecting

The reviewing and reflecting step involves continuous monitoring and evaluation of the team’s progress against predefined criteria. Successes and challenges encountered during the journey are highlighted, contributing to a holistic understanding of the team’s growth and the extraction of valuable insights from the collective experience. Additionally, achievements are celebrated – thereby fostering a positive team culture that reinforces a sense of accomplishment.

Team Coaching Techniques

• Ice breaker

An icebreaker serves as the initial spark in team coaching, breaking down initial barriers and fostering a comfortable atmosphere. Whether through a fun activity or a thought-provoking question, it sets the tone for open communication, encouraging participants to engage and collaborate from the outset.

For instance, you can use this “Two Truths and a Lie” game:

• Have each team member write down two truths and one lie about themselves on a piece of paper.
• Go around the room and have each person share their facts.
• The other team members can then guess which statement is the lie.

This icebreaker activity is a great way to get team members to interact with each other and learn more about each other’s interests and experiences. It can also help to break down barriers and create a more comfortable atmosphere for team coaching.

• Building trust

Central to effective team coaching is the cultivation of trust – which is achievable by creating a safe space where everyone may express thoughts and feelings without fear of judgment.

Transparency, empathy, respect, and consistency are pivotal elements in building trust, forming the bedrock for cohesive teamwork, open communication, and collaborative problem-solving.

• Displaying emotional intelligence

A key attribute of successful team coaches is emotional intelligence – being attuned to one’s own and others’ emotions. Active listening, constructive feedback, and conflict resolution all showcase emotional intelligence, enabling coaches to navigate the intricacies of team dynamics with finesse.

• Framing

Framing is a technique that empowers coaches to guide teams in perceiving challenges and opportunities from alternative perspectives. By encouraging a shift in viewpoint, coaches help coachees identify innovative solutions and more effective approaches – thereby amplifying creativity and problem-solving capabilities within the team.

Example:

A team is struggling to come up with a new marketing campaign for their product. They are feeling stuck and uninspired. The team coach uses framing to help the team shift their perspective.

He asks them to imagine that they are not marketing a product, but rather a new experience.

• What kind of experience would they want to create for their customers?
• What would make the experience unique and memorable?

By telling them to frame the challenge in a different way, he enables them to come up with new and innovative ideas. In the end, the team is able to develop a marketing campaign that is both creative and effective.

• Setting up ground rules

Establishing ground rules means defining the expected behavior of all participants. For example:

• Be respectful of everyone’s time and opinions.
• Be prepared for meetings.
• Listen actively to others.
• Avoid interrupting others.
• Focus on solutions, not problems.
• Be supportive and constructive in your feedback.
• Be honest and transparent.

These regulations create a framework for respectful and productive team interactions, ensuring meetings are conducted efficiently and fostering an environment conducive to collaboration.

• Being motivational

Motivation is a driving force behind team engagement, productivity, and satisfaction. As a coach, one should strive to inspire team members to perform at their best. Setting clear and challenging goals, providing recognition and rewards, offering autonomy and support, and cultivating a positive and enjoyable atmosphere are key strategies for motivational team coaching.

• Realizing the importance of accountability

Accountability is a linchpin for team performance and improvement. Both the coach and team members should be held responsible for agreed-upon actions and results. Clear expectations, role clarification, progress monitoring, and a feedback loop contribute to a culture of accountability, fostering a continuous learning and improvement mindset.

Read more: Accountability Partner – What Makes Coaching Relationships So Powerful

• Proving your own passion

Passion is a contagious energy that fuels creativity and innovation. A coach must always express enthusiasm and excitement for their work and the team. Sharing vision and values, expressing emotions and opinions, taking calculated risks, and infusing an element of fun contribute to a vibrant team culture.

• Utilizing learning cycles

Learning cycles form a systematic process crucial for team development and adaptation. This technique involves planning, doing, reviewing, and applying lessons learned. Specific and measurable objectives, strategic implementation, outcome evaluation, and the application of insights contribute to a dynamic learning environment, propelling the team toward continuous growth and success.

Here is a specific example:

Planning

A team figures that their presentation skills need to be improved. As such, they set a goal to deliver a presentation to the company’s executive team within the next three months. The team also develops a plan for how they will achieve their goal – which includes the following steps:

• Identify the key points that they want to communicate.
• Research the topic of their presentation and gather supporting evidence.
• Develop an outline.
• Practice delivering the presentation as a team.
• Get input from others on their work.

Doing

The team implements their plan and begins practicing their presentation. They receive feedback from others and make adjustments as needed.

Reviewing

After delivering their presentation to the company’s executive team, the team meets up to review the results. They discuss what went well, what could be improved, and what they learned.

Applying lessons learned

The following lessons are listed based on their experience:

• They need to rehearse their presentation more thoroughly before delivering it.
• They need to make sure that their key points are clear and concise.
• More visuals should be used in their presentation.

The team decides to apply these lessons learned to their next learning cycle. They set a goal to give a presentation to the company’s sales team within the next two months – and start working on a new action plan.

How Can I Effectively Coach My Team?

As a leader, here are some key strategies and best practices you may utilize to facilitate the effectiveness of team coaching sessions and disrupt them for enhanced performance:

1. Adopt an individualized approach

Coaching is not a one-size-fits-all endeavor – one needs to understand the unique strengths and development needs of each team member. Therefore, tailor your coaching style to accommodate individual preferences, leveraging strengths and addressing specific areas for improvement. For instance:

Team member 1:

• Strengths: Creative, analytical, and detail-oriented.
• Areas for improvement: Public speaking and networking.

Coaching style:

• Use a collaborative and supportive approach.
• Provide them with opportunities to practice their public speaking skills in a safe and supportive environment.
• Help them identify and develop their networking strengths.

Team member 2:

• Strengths: Highly motivated and results-oriented.
• Areas for improvement: Delegating tasks and asking for help.

Coaching style:

• Direct and challenging approach.
• Help them identify the benefits of delegating tasks and develop a plan for delegating more effectively.
• Work with team member 2 to develop strategies for asking for help when needed.

A personalized approach fosters a supportive environment where team members feel seen, valued, and empowered to reach their full potential.

2. Start small with peer coaching

According to Harvard Business Review, constructing a peer coaching network is a powerful strategy. Initiate this by starting small, setting up trios or small groups where individuals take turns serving as both coach and client for each other. This method not only builds a culture of collaboration but also enhances goal commitment, as team members openly discuss and support each other’s objectives.

3. Master the art of questions

Move away from a directive leadership style by mastering the art of asking open-ended and powerful questions. Challenge assumptions, stimulate critical thinking, and encourage self-reflection. This approach promotes autonomy and empowers team members to discover their own solutions, fostering a culture of continuous learning and improvement.

4. Offer constructive and timely feedback

As mentioned, feedback is a cornerstone of effective coaching. Provide constructive, specific, balanced, and timely feedback that focuses on behaviors and outcomes. Simultaneously, be a role model yourself – by demonstrating that you welcome input from your team and are committed to ongoing growth and adaptability.

5. Empower through action and learning

Coaching extends beyond conversations; it involves action and continuous learning. Assist your team in setting realistic goals, planning and implementing actions, and monitoring progress. Encourage them to apply lessons and insights gained from experiences. Offer unwavering support and celebration for their achievements – so as to reinforce a culture of empowerment, resilience, and growth.

6. Delegate tasks and responsibilities

Provide opportunities for team members to take on new challenges and responsibilities. Delegation not only cultivates a sense of trust and autonomy but also facilitates employee skill development and growth. Empower your team to step into roles that challenge and inspire them, contributing to their professional development and the overall success of the team.

7. Pay attention to psychological needs

Recognize the essential psychological needs for building extraordinary workplaces and high-performing teams: autonomy, competence, and relatedness. Foster an environment that promotes these needs, allowing team members to feel a sense of ownership, competency, and connection. Additionally, focus on promoting the 3Cs of a team (Communication, Collaboration, and Coordination) to ensure seamless teamwork and shared success.

Team Coaching Questions

Questions for building trust and rapport:

• What are you most proud of in your work?
• What are some of the challenges or frustrations that you face in your work?
• How do you prefer to receive feedback and recognition?
• How do you cope with stress and pressure?
• What are some of the things that you appreciate about your team members?

Questions for clarifying the purpose and objectives:

• Why do we exist as a team?
• Who do we serve and what value do we provide?
• What are our current priorities and goals as a team?
• How will we measure our success and progress?
• How does this coaching session support our larger objective?

Questions for assessing the current situation and the desired outcome:

• What are the current strengths and resources of our team?
• What are the current gaps or issues that we need to address?
• What are the external factors that influence our situation?
• What are the risks or barriers that we need to overcome?
• What are the opportunities or benefits that we can leverage?

Questions for generating and selecting options

• What are some of the possible solutions or actions that we can take?
• What are the pros and cons of each option?
• How do these options align with our purpose and objectives?
• How confident are we that these options will work?
• How do we decide which option to choose?

Questions for implementing and evaluating actions:

• What are the specific steps that we need to take to implement our chosen option?
• Who will be responsible for each step and by when?
• How will we communicate and coordinate our actions?
• How will we track and measure our progress and outcomes?
• How will we celebrate and learn from our achievements and challenges?

Read more: 175 Powerful Coaching Questions for Everyone to Drive Change & Success

Designing a Team Coaching Program – Guidelines for Organizations

1. Define purpose and objectives

To structure a team coaching initiative, begin by clarifying its purpose and goals. Clearly articulate why you are implementing team coaching, what it aims to achieve, and how success will be measured. For example:

Organization: Large software company

Purpose of team coaching program: To improve the collaboration, communication, and problem-solving skills of the company’s engineering teams.

Objectives & Measurements:

• Increase the number of successful product launches by 10%.
• Reduce the number of bugs found in new products by 20%.
• Improve employee satisfaction by 5%.

As you may see, the above outline sets the foundation for aligning the program with organizational goals and ensuring measurable outcomes.

2. Identify target audience and scope

Determine the scope of the program by identifying the target audience and specific needs. Define who will participate, the number of teams and individuals involved, and the challenges they face. Additionally, establish the duration, frequency, and format of team coaching sessions, ensuring alignment with organizational priorities and resources.

Going back to the software company example above, we can figure out the participants as follows:

Target audience: Engineering teams

Specific needs:

• Improve collaboration and communication skills
• Develop problem-solving skills
• Increase employee satisfaction with teamwork and collaboration

Who will participate:

• All engineering teams at the company
• Approximately 20 teams with 5-10 members each

Challenges:

• Teams are often working on different projects with different deadlines, which makes it difficult for them to collaborate effectively.
• Teams are composed of engineers with different levels of experience and technical expertise, which can lead to communication challenges.
• Teams are often under pressure to meet tight deadlines, which can lead to stress and conflict.

Duration, frequency, and format of team coaching sessions:

• Duration: 6 months
• Frequency: Biweekly
• Format: 2-hour virtual workshops

3. Choose a suitable framework

Select a team coaching model that suits the organization’s context, purpose, and objectives. Frameworks provide a structured approach, guiding the organization to ask pertinent questions, offer relevant feedback, and identify appropriate actions for teams. Tailor the chosen approach to the unique requirements of the business.

Again, let’s revisit the software company scenario above:

Team coaching method: GROW model

Rationale: The GROW model is a simple and effective model that can be used to coach teams on a variety of topics. It is also flexible enough to be tailored to the specific needs of the organization.

How the GROW model will be tailored to the unique requirements of the business:

• The coach will focus on helping teams to set SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound).
• He will use open-ended questions to guide teams in exploring their current reality and identify their strengths and weaknesses.
• He will help them generate a variety of options for achieving their goals.
• He will advise them on selecting the best course of action and develop a plan for implementation.

4. Select the right team coach(es)

The success of the program hinges on the expertise and fit of the person in charge. Choose coaches with experience aligned with the organization’s goals, and ensure compatibility with the organization’s culture and values. A thoughtful selection process enhances the likelihood of positive outcomes.

5. Develop a program curriculum

Tailor the program curriculum to the specific needs of participating teams and program goals. Blend individual and group coaching sessions, incorporating opportunities for practical application in real-world settings. Engage teams in the design process to gather input on program goals, curriculum, and format, ensuring relevance and engagement.

6. Design program content and materials

Develop program content and materials based on the chosen model or framework, program objectives, and the target audience. Include program outlines, coaching tools, techniques, exercises, and evaluation methods. Align content with the organizational context to create a cohesive and effective coaching experience.

7. Communicate to the team

Transparent communication is essential. Clearly convey program goals, benefits of participation, and expectations to the teams. Opt for a voluntary participation model to ensure participants are empowered and committed to the coaching process.

8. Implement & evaluate

Execute the program according to the plan, monitoring and assessing team progress and outcomes. During the process, evaluate results against agreed-upon objectives and criteria, highlighting successes and challenges. Extract key lessons and insights, celebrating team achievements and growth.

9. Provide ongoing support to team coaches

Empower team coaches by offering ongoing support, resources, and training. Facilitate access to a network of other team coaches, professional development workshops, and coaching supervision. Ensuring continuous support enhances the effectiveness of the people in charge – and contributes to the overall success of the program.

What to Look for in a Team Coach

• Credibility: Look for one with a solid reputation and credibility in the coaching field. This may involve checking references, reviewing testimonials, and assessing their track record.
• Experience & Expertise: Prioritize one with a wealth of experience specifically in coaching teams. Their expertise should extend to the areas where the team requires assistance, whether it’s communication, collaboration, problem-solving, or change management. A coach with a diverse skill set is better equipped to guide the team through various challenges.
• Confidence: A confident coach inspires trust and reassurance. Their self-assured demeanor contributes to creating a positive environment, instilling confidence in others, and fostering a sense of security.
• Cultural fit: The candidate should align with the organization’s culture and values, allowing for seamless integration into the team dynamics. This alignment enhances their ability to build rapport with the team and establishes a foundation for effective coaching.
• Coaching style: The individual’s style should be adaptable to meet the diverse needs and preferences of different teams. Whether a more directive or facilitative approach is required, they should be capable of adjusting their style to suit the team’s dynamics.
• Focus on the whole: A strong team coach understands the importance of focusing on the team as a whole entity, rather than solely on individual members. They facilitate learning experiences that are relevant to the team’s collective goals, fostering a cohesive and collaborative environment.
• Systems-thinking perspective: In other words, they should be aware of the intricate organizational dynamics that impact the team. Such an understanding is crucial to navigating challenges and opportunities arising from the larger system, contributing to a holistic and sustainable coaching approach.
• Comfort with ambiguity: The ability to thrive in uncertain and unpredictable situations is a key trait for a team coach. Comfort with ambiguity ensures they remain flexible and adaptable, supporting the team’s self-organization and learning rather than trying to control outcomes.
• Challenge: A good coach is not afraid to challenge the status quo. They should encourage the team to think critically, question assumptions, and explore innovative solutions.
• Boundary setting: Effective boundary management is essential – one should be skilled at understanding, identifying, and managing boundaries within the team. Balancing the needs and expectations of individual coachees, the team as a whole, and the organization is a crucial aspect of effective coaching.
• Long-term view: Patience and persistence are virtues to look out for. Rather than pressuring the team for rapid change, a coach with a long-term view supports gradual and sustainable improvement. Celebrating achievements and learning from challenges contribute to the team’s ongoing development.

Team Coaching Books

• “Leadership Team Coaching: Developing Collective Transformational Leadership” by Peter Hawkins:
  Peter Hawkins’ work delves into the theory and practice of team coaching, offering insights on developing high-performing and agile teams capable of navigating dynamic environments. The book not only explores the role and skills of a team coach but also provides practical tools and techniques for effective team coaching. Emphasizing collective transformational leadership, Hawkins guides readers through the process of achieving adaptable and results-driven teams.
• “Coaching the Team at Work” by David Clutterbuck: Covering the nature and purpose of teams, stages of team development, challenges, and opportunities for team coaching, the book offers practical insights and methods for effective team coaching. Clutterbuck’s work serves as a valuable resource for both novice and experienced team coaches seeking to enhance their coaching practices.
• “Group and Team Coaching: The Secret Life of Groups” by Christine Thornton: Christine Thornton’s publication unveils the hidden dynamics and processes that influence group behavior and performance. Integrating insights from group analysis, psychotherapy, and organizational development, it provides a framework and tools for effective group and team coaching.
• “High-Performance Team Coaching: A Comprehensive System for Leaders and Coaches” by Jacqueline Peters and Catherine Carr: Jacqueline Peters and Catherine Carr present a proven system for developing and sustaining high-performance teams in “High-Performance Team Coaching.” The High-Performance Team Coaching (HPTC) model, comprising team assessment, coaching plan, sessions, tools, and evaluation, serves as the backbone of the book. Offering practical guidance, the authors equip leaders and coaches with the tools necessary for fostering excellence within their teams.
• “From One to Many: Best Practices for Team and Group Coaching” by Jennifer Britton: Jennifer Britton’s work serves as a comprehensive resource for team and group coaching. Covering fundamentals, program design, delivery, evaluation, and sustainability, Britton provides a well-rounded guide for coaches. With a focus on best practices, the book equips readers with practical insights for effective team and group coaching, making it an essential read for those navigating the complexities of coaching multiple individuals simultaneously.

Read more: 20 Best Coaching Books to Level Up Your Life

Discover ITD World’s Team Coaching Solutions

At ITD World, we offer a suite of coaching solutions designed to empower organizations in fostering high-performance teams and exceptional leadership. Here’s a closer look at some of our offerings:

• Certified High-Performance Team Coach (CHPTC): The CHPTC certification program stands as a cornerstone in our team coaching solutions. It delves into essential topics such as team dynamics, team development, and impactful coaching interventions. As such, CHPTC serves as a comprehensive guide for those aspiring to navigate the intricacies of fostering high-performance teams.

• Certified Master of Leadership (CML): As our signature in-house training course, the Certified Master of Leadership (CML) caters to organizations aiming to develop their leaders and cultivate high-performance teams. Encompassing critical areas such as leadership development, team coaching, and organizational culture change, CML equips participants with the knowledge and skills required to drive organizational success through effective leadership and team dynamics.
• Certified Chief Master Coach (CCMC): Fully accredited by the International Coaching Federation (ICF), the Certified Chief Master Coach (CCMC) takes coaching to a whole new strategic level. Encompassing topics such as life coaching, strategic team coaching, executive coaching, business coaching, and building a coaching culture, CCMC prepares coaches to operate at the pinnacle of their profession, influencing not just individual leaders but the overall organizational landscape.

Whether pursuing certification to refine team coaching skills or opting for in-house programs to foster organizational leadership, ITD World’s offerings reflect our commitment to elevating coaching standards and driving positive change in teams and leadership practices globally.

Contact ITD World today for a FREE consultation!

Other resources that you might be interested in:

• High-performance Culture: A Blueprint for Driving Excellence
• Performance Coaching: Unlock People’s Greatness
• Mentoring: Guide to Establishing a Win-Win Relationship
• Inspirational Leadership: Key Principles & Practices