Leadership teams are often confronted with changing membership, circumstances, and challenges that do not fit existing leadership patterns and practices. Coaching can assist the team in recognizing existing patterns, assessing their appropriateness for the new situation, and generating methods and relationships to move forward. As an outside agent, the coach can ask questions and encourage consideration of issues that are presently unheard or overlooked. Accountability for change can be developed jointly by the team and the coach.
What a team coaching engagement looks like:
- A preliminary meeting, at no obligation, to identify the issues and see if we want to work together.
- Interviews with team members to further define issues.
- Coach reports findings to the whole team.
- Depending on requirements, meet weekly, monthly, or quarterly.
- Include check-back meetings to sustain change.
Alternative coaching solutions for a group may include:
- Leadership retreats for one or more days.
- Coach participation in regular leadership meetings held in the course of work. (The coach’s job is to listen for the unasked questions that might make major shifts in thinking or progress.).
- Intergroup conflict facilitation involving senior executives from two or more organizations.
If you are interested in learning how your team can benefit from coaching, please read my Getting Started with Team/Group Coaching guide.