Leadership Team Coaching
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Leadership Team Coaching
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Leadership Team Coaching & Development
Successful organisation thrive on high-performing senior teams. This requires mature and honest relationships, group accountability and the right working culture. Leadership team coaching creates the conditions for all of these to be significantly strengthened.
The ultimate intention of any team coaching intervention is for the team to be able to coach themselves. As a team, to be comfortable exploring and challenging each other, not only about purpose and strategic development but also behaviours and attitudes which are interfering with the optimum harmony and success of the team.
The role of emintell is to support a team through focused conversations and other activities, to find solutions to challenges and to build on existing strengths.
Benefits and Impacts of Team Coaching
- Team members having greater clarity about their purpose, their collective and individual values and perspective
- Significant improvements in performance
- Positive changes in attitudes and behaviour, where more self-awareness by both individuals and the group strengthens the team
- Better communication between colleagues who have more respect for each other because they have a deeper understanding of team members’ values and perspective
- An increased focus on outcomes as shared awareness of individual roles and the team dynamic grows, with less time spent on personal agendas or unhelpful behaviours
- Greater accountability and responsibility, with less buck-passing when things go wrong. This builds team resilience within the team as they learn to handle setbacks and successes in equal measure
- The ultimate benefit lies in the ability of the team to coach itself, with high levels of trust, curiosity and openness, with the intent to be the best possible team they can be
Team Coaching
Our Approach
Our coaching follows best practice, as the team is a living, evolving entity striving for great performance and not a problem to be fixed. Each team member has an equal contribution to make. We have a structured approach to team coaching and facilitation, although this can be adapted to meet organisations’ specific requirements:
- Discover
Listen to the team’s line manager and other interested stakeholders about the dynamics, cohesiveness and performance of the team. Then meet confidentially with each team member, to understand their “story”, past and current triumphs, past and current challenges and anything that is pertinent to the workings of the team. - Collate Findings
Produce a single document, which forms the basis of the on-going team coaching engagement. This is then shared with each of the members, although the specific views are non-attributable. - Agree Contract
At the first coaching event, set rules of engagement between coach and team, and jointly agree key areas for discussion – based on the feedback compiled by the coach in the discovery phase. - Coaching
Typically there will be 6 team coaching sessions, each lasting no longer than 3 hours, over an equivalent number of months or every two months, whichever is deemed the most suitable. During this time, the supported team will explore all the headline areas brought up within the discovery phase. This stage may be complimented by individual coaching for each of the team members. - Final session
The team coaching relationship will end with a last session, the plenary. This affords an opportunity for all members to reflect on progress made, celebrate success and decide on any agreed continued team development goals for the future.
The real benefit of team coaching is the learning that happens between the coaching sessions, when team members have opportunities to try out new approaches, adapt their behaviour and build on individual and group strengths. Follow-up sessions start with a review and sharing of team progress. Team coaching can be supplemented with 1-1 coaching for individual members, where there are specific personal issues and challenges to explore. The 1-1 sessions can be facilitated virtually. The collective team coaching sessions are most effective delivered face to face, because of the dynamics involved, but virtual delivery can also be accommodated.
A team can be anything from 4 to an ideal maximum of 8 individuals. For larger sized teams, two emintell team coaches will jointly deliver the live team coaching sessions.
Leadership Team Coaching & Development sample client impact projects:
TUI Destination Experiences
Global HR Leadership Team Development
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Derbyshire County Council
Organisational Development
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High End Executive Placement Business
Developing High-Performing and Resilient Teams
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Adidas HQ Leadership Talent Academy
Associate Executive Coaching
Learn moreEmintell recognises that a lot of businesses want a different approach and outcome to their team development requirement than an in-depth Team Coaching approach. We offer a range of Team Development approaches, which are all underpinned by core coaching principles and practices. These include:
High Performing and Resilient Team Development
For organisations who want to develop high performing teams who have high levels of insight into both their personal resilience and that of the other team members. Teams who are comfortable offering each other the right amounts of challenge and support to increase overall performance and resilience.
Commissioning the Team Environment
Exploring, clarifying and consensus reaching on a team’s behaviours, values and core mission & purpose.
Coaching Skills Programme
This is aimed at leaders of teams, who want to develop high quality and effective coaching skills to develop and sustain high performing teams. Both Elaine Akester and Julie Hickton of emintell deliver accredited ILM Level 5 & 7 on Leadership Coaching and Mentoring programmes. With such a high level of experience and expertise, our in-house coaching skills programme are of exceptional high standard and value.
