Remove the barriers that challenge team growth.
When you aren’t feeling well and don’t know exactly what’s wrong. What do you do? You most likely go to the doctor who asks you questions about your symptoms and orders you to take a bunch of tests. Using this structured, objective process, the doctor forms a complete picture of your health and gets to the root cause of what’s ailing you. In business today, teams need the same sort of structured analysis.
To strengthen a shared sense of purpose, trust, and communication among teammates, you have to work to uncover problems and shortcomings within your team. Weaknesses may be difficult to pinpoint if you are closely involved with the team. A team assessment (Team Effectiveness Assessment, DISC Workplace/Conflict Inventory, or 360 Feedback Survey) offers neutrality, a fresh eye, and an opportunity to develop team members in the right areas.
Benefits of Team or Leadership Coaching
- Get to the root of team issues quickly and find potential solutions
- Benefit from the analysis, insight, and strategic planning skills of an expert leadership coach and facilitator
- Bring team issues to the table in a way team members feel safe to address
- Leverage effective future planning through data-driven decision making
- Cost effective and high value way to stop revenue leaks due to poor teamwork
How It Works:
1. Complete a Performance or Skill Assessment
Measure your team against critical characteristics of a high-performing team via the DISC workplace and conflict style inventory, Team Effectiveness Survey, and/or 360 Feedback Survey. The detailed layers of the report for any of these reports gets you a vital baseline of team actions to evaluate, interpret, and discuss to help you tailor a remarkable team or leadership cohort experience and take them to the next level of leadership and productivity.
2. Receive the Team Performance Report and Recommendations
We interpret your Team Effectiveness Report. DISC Report, and/or 360 Feedback Report and provide you with the report and recommendations.
3. Identify Team or Leadership Coaching Topics
For a fee, a leadership coach is available to walk the manager and the team through the Team Performance Report and engage the team to address its development needs in a prioritized manner. Together, the team and coach can develop a practical and focused action plan to drive real results which includes best practices on how to improve on each team building competency. We recommend a coach for this process because they can have a higher credibility with the team since they are removed from organizational politics. Team members are also likely to be more willing to speak candidly with a coach because they can trust their confidentiality and worry less about repercussions.
3. Schedule Team or Leadership Coaching Sessions
Once team coaching topics have been identified (as a team effort or by the manager), a 4-to-6-month team coaching engagement is required. Each session is a 90-minute virtual group session for leaders in your company. No more than 20 leaders are allowed in a session. Session content is curated from a variety of renowned leadership partners such as DDI, Harvard Business Review, and more.
How to Identify if Team Coaching is for You
This solution is for you if:
This solution is not for you if:
- You need a short-term intervention for a team or leadership issue
- A project is not working, and an outside facilitator would help
- Your team wants to walk through or strategize a plan and needs probing questions
- 3-5 team members could benefit from understanding team dynamics
- Team communication needs some skill building
- The issue to be addressed is short term (3 sessions)
- You are willing to have team members take workplace and conflict style inventories
- There is serious conflict between a manager and a team
- Your leadership needs the coaching, but isn’t willing to learn
- You want to use coaching as a substitute for training
- Team problems include violence and addictions
- Team coaching is not supported by leadership
Frequently Asked Questions
When Should I Use a Team Performance Assessment?
Team Reset: When leaders want to find the root causes of poor performance, not just the symptoms, and determine what to improve.
Team Jump Start: When managers want to get teams off to the right start by learning their strengths and weaknesses. Repeat assessments can measure improved performance.
Taking a Team to the Next Level: When a team wants to grow and improve, leaders can get a vital baseline and actions to take the team to the next level.
What Team Performance Competencies Are Evaluated?
The team diagnostic model looks at the following competencies:
Support
-Resources and Support -Inter-Team Dynamics -Organizational Recognition
Type
-Structural Function-New or Existing Team -Independent or Interdependent -Co-located and/or Virtual -Duration
Output
-Meaningful Work -Purpose, Mission, and Goals -Results -Identity -Productivity
Effectiveness
-Interpersonal Relationship -Trust -Collaboration -Communication -Conflict Resolution -Learning, Growth, and Continuous Improvement
Leadership
-Leadership Approach -Feedback from Leader -Direction from Leader
Individual Contributions
-Motivation, Satisfaction, and Well Being -Skills, Knowledge, and Well-being-Commitment -Self-Empowerment -Membership and Roles -Problem Solving and Decision Making -Learning, Growth, and Continuous Improvement -Accountability and Ownership
Infrastructure
-Roles and Responsibilities -Coordination, Planning, and Decision-Making -Group Norms -Documentation -Information and Knowledge Management