Team coaching

Effectively and well functioning teams

What does team coaching mean?

To achieve long-lasting success in the complex and fast changing world of work we need as members of any kind of group to cooperate with other leaders and experts in most situations. That’s why it is crucial that a group striving to achieve any kind of goals can work as an efficient team. During team coaching we support management and project groups to create and maintain the professional internal cooperation.  Team coaching as a process of regular meetings enables the teams to identify their problems and create sustainable solutions which can be built in their daily operation. Our approach helps the team to realise and solve the deeper, system level problems behind the personal arguments, cooperation and communication difficulties as well.

What problems can it give an answer for?

  • The expectations and the authorisation given from outside are not exact, different stakeholders relay different expectations for the team.
  • The team’s objections are not exact enough, they lack the motivating power, there is no clear contract between the team members to achieve the goals.
  • The competences and resources of the team are insufficient to achieve the ambitions.
  • The roles inside the team are not well determined, there are regularly „dropping tasks” and overlapping responsibilities.
  • The team doesn’t deal with that what they are supposed to do: they ”flow” on the fields of other organisational units or levels or they don’t work on that how they could contribute to achieve the goals.
  • While solving the tasks together the communication falls apart, there are regularly unconcluded or returning topics, hints and suppressions instead of identifying the crucial questions.
  • There are clicks quite often, the professional questions are managed on personal level (and in reverse), the honest feedbacks are missed but nobody demands them due to the weak trust.
  • For its environment the team works as a black box, its results and what it gives back to the stakeholders can’t be seen.
  • No knowledge springs up on team level from the acquired experiences, no lessons are drawn and built in the team’s operation.

What are the main steps?

  • Meeting with the team leader to prepare and set a goal ( if it is possible even with all members of the team, individually).
  • Self-assertiveness, goal setting and contract process with the whole team.
  • Work on the development objections identified by the team and the current difficulties occuring in the daily work in regular meetings. The team coach leads and supports this work by his presence, facilitation and feedbacks. The work process enables the feedback for the actions identified in earlier occasions and for the development steps.

What results can we expect?

  • A constructive and supporting culture, which can tackle with the challenges can be created and firmed in the team.
  • The team becomes more effective in solving the problems and learning as well.
  • The team members improve in the field of system approach, conflict management, giving and getting feedbacks and they can represent themselves more effectively.

TYPICAL QUESTIONS

  • When is it worth beginning the team coaching?
    It is risky to begin the common development so long as the team leader feels  the team doesn’t belong to him or he is considering about changing some members. 

How long does the process of team coaching take? 
The team coaching process typically means a series of meetings, which can last at least half a day each.  The 6-8 occasions can be held fortnightly or monthly. In case of top management teams it is typical to keep longer but quite rare meetings.

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Császár Csaba Szenior partner, szervezetfejlesztési szakértő
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