Coaching

Team coaching: What results can we expect?

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Created by Sean Alabaster by Unsplash

Businesses ask for team coaching usually for 3 reasons. It may be because they have a crisis or a conflict within a team. Or because they have a motivation or team productivity problem. Or the team has a bigger challenge, a new big strategic project, and realizes that with the current way of thinking and acting it will not be able to meet the challenge.

In the first case we work on the positive skills of the team. These include communication, respect for diversity, trust and optimism. To work in this area we use the Collective Emotional Intelligence model, the Positive Intelligence model and the MBTI Personality model. The team focus on how its members treat each other and how they interact. The impacts of team coaching in this area are very noticeable, increasing the performance of the team through the team climate. ROI is high and can be calculated, for example, through the profitability of previously delayed projects in the team, retention of talent or increased innovation in the team.

In the 2nd case, we work the forces for productivity.

These forces focus primarily on goals and strategy, alignment, accountability and engagement, and we rely heavily on the Partners In Leadership Accountability model. With these interventions the results are even more noticeable and easy to measure, since in addition to improving the social climate, there is a very significant impact on production and sales.

In the 3rd case the goal is usually even more ambitious, and team coaching is designed to make the impossible possible with the current way of thinking and acting. The Coach’s work is wider because it is usually intended to make a change in the various teams of the organization and is deeper because they have to change beliefs. It is now an intervention at the level of culture. For these situations we use the Partners In Leadership culture change model where we alternate between Team Coaching and Team Facilitation. In these interventions the ROI is even higher because the ambition of the team is greater and what is at stake is of a generally very significant value.

Note that in all these formats, team coaching only has these results if the team leader accepts that the change also involves him and if there is a collective desire to improve the team.

When these conditions are met one can expect a surprising collective focus and energy and transformational results. It’s a valuable investment that becomes even more noticeable when measuring the Program’s ROI. The kind you have to see to believe it!

Isabel Freire de Andrade – CEO Bright Concept

New “Manager as a Coach” certification and training by N.E.W.S.™

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Bright Concept and DOOR team in Germany

Solving everyday problems with a coaching style is a goal for many Managers and this goal becomes much easier to achieve with the “Manager as a Coach” training.

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WHAT ISN’T COACHING?

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Conducting a coaching process may seem very simple. However, by supervising different coaching processes, it can be concluded that most coaches do not follow all the coaching principles – instead they sometimes end up doing mentoring, therapy, consulting or training.

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WHAT IS COACHING?

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Let’s now look at a small part of coaching to exemplify what each coach’s responsibility consists of.

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THE ORIGIN OF COACHING

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In order to tell you about the origin of coaching, I suggest starting with a trip to Greece and going back in time about 2400 years. We can then rise to the shoulders of the giants Socrates, Plato and Aristotle!

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