High performing teams are more than a group of individuals. The key to their success is the ability to harness the collective power of the team and to engage internal and external stakeholders. High performing teams must have the courage and develop the ability to explore and reflect on the dynamics within the team, in order to stay focused on the task, especially when under pressure. This requires teams to work together in a sustained way on their purpose as well as on how they relate within and across the boundaries of the team. Ridler & Co provides tailored team coaching interventions for top teams and boards enabling them to develop and consolidate this capacity for collective leadership.
Using a ‘double task’ approach and inspiration from group relations thinking Ridler & Co team coaching interventions help teams to build a shared, unique and dynamic sense of purpose whilst simultaneously working on their process as a team.
Team coaching is part of a continuous practice of lifelong learning for many high performing teams. It is especially helpful when:
New teams or project teams are formed
A new leader joins a team
Established teams want to be more sharp and effective or are facing change or new challenges
Conflict becomes a barrier to success rather than an aid to creativity
Communication becomes defensive or destructive
Teams become stuck or are working in silos
Ridler & Co Team Coaching Format
A team coaching process will always be planned with and tailored to the needs of the client team and might consist of:
The team as a collective takes part in an initial exploration with the aim of developing, with the team coach, a shared understanding of the work, the context, the challenges facing the team and the desired outcomes of the team coaching. The benefit of this phase is that it engages the team from the outset, giving them responsibility for the outcome of the team coaching.
The data collected in the exploratory phase is used to present back an analysis of the team’s strengths, weaknesses and aspirations, to form the basis of a jointly agreed analysis, intervention design and formulation of objectives for the intervention.
Team Coaching Intervention
Team coaching interventions build on experiential learning and typically include one or more of the following components:
- Facilitation of one or two day off-site events where the team is helped to work together on their purpose, performance and process, based on the previously agreed analysis and agenda. The team coach and team take joint responsibility, in a close collaboration over a period of time, to explore the team’s challenges and need for development to achieve the mutually agreed objectives. Ridler & Co’s approach is about the team coach and team working together – it is not about the team coach going in to rescue a ‘helpless’ team.
- Facilitation of conversations that need to happen to enable team members to work together productively and creatively
- Attendance at team meetings as an observer or process consultant to provide feedback or consultancy on team performance and process in real time
- Action learning workshops on individual role and leadership challenges that harness the collective skills of the team and build sustained relationships
- Role analysis in team
- One-to-one coaching
Review is built in to all stages of the team coaching process to ensure that objectives are met and can be revised where necessary. Using a ‘learning from experience’ model Ridler & Co provides spaces for review and reflection within workshops and off-sites as well as setting up specific review meetings in-between and at the end of interventions. This means that reflection on the experience of the team coaching itself can be used for further learning for the team as well as informing the design of future interventions.
After the end of the intervention the team engages in an evaluation process which establishes the effectiveness of the intervention in achieving the objectives set at the outset.