Coachfederation.org/ICF
Global2012
Team Coaching:
Get Results and Rave Reviews
Catherine Carr, M.Ed., PCC, RCC (Canada)
Jacqueline Peters, B.Sc., M.Ed., PCC, CHRP (Canada)
Coachfederation.org/ICFGlobal2012
Team
Coaching?
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Coach Reflection
How do you
define
Team Coaching?
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Best Team / Worst Team
• Best team
characteristics
(2 to 3)
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• Worst team
characteristics
(2 to 3)
…Teams do not improve markedly even if all
their members receive individual coaching to
develop their personal capabilities.
Individual coaching can indeed help
executives become better leaders in their
own right, but the team does not necessarily
improve.
Team development is not an additive
function of the individuals becoming more
effective team players, but rather an entirely
different capability.
(Wageman et al., 2008, p. 161)
Coachfederation.org/ICFGlobal2012
Six Conditions for Leadership Team Effectiveness
Real Team
The
Essentials
Compelling direction
Right People
Team Leadership
Supportive context
Solid Structure
The
Enablers
Team Coaching
Coachfederation.org/ICFGlobal2012 From: Wageman, R., Nunes, D., Burruss, J., and Hackman, J. (2008)
Senior leadership teams: what it takes to make them great.
Coach Reflection
How can you use this
information about
high performance
team factors
in your practice?
Coachfederation.org/ICFGlobal2012
Team Facilitation
(Process Focus during team events)
Team Performance Coaching
(Task and Process Focus)
Leadership Team Coaching
(Task, Process and Stakeholder Focus)
Transformational Leadership Team Coaching
(Task, Process, Stakeholder and Organizational Transformation Focus)
Systemic Team Coaching
(Task, Process, Stakeholder, Organization and System Focus)
Based on: Hawkins, P. (2011) Leadership team coaching: developing collective transformational leadership.
Coach Reflection
• Where does your team coaching
currently fit on the continuum?
• If you don’t currently coach
teams, where do you see
starting?
• What would it take for you to
stretch to the next level of the
continuum?
Coachfederation.org/ICFGlobal2012
Team Coaching Readiness Assessment
• 5 to10 team members
• Clear team membership
• Purpose for the team to meet regularly
• Right team members for team purpose
• Leader motivation for team coaching
• Team member motivation for team coaching
• Able & willing to dedicate time to achieve coaching goals
• Obstacles to coaching participation
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High Performance Team Coaching
…is a comprehensive and systemic
approach to support a team to maximize
their collective talent and resources to
effectively accomplish the work of the team.
Coachfederation.org/ICFGlobal2012
End →
Integrate
Pre Assessment
Team Coaching
Readiness
Team Members
Stakeholders
Organization Context
Review Learning
& Successes
Team Members
Stakeholders
Outcomes
Coaching for
Team Design
Ongoing Team
Coaching
Safety
Coach
Leader
Peer
Individual
Coaching
Midpoint →
Review &
Realign
Team Purpose
Team Structure
Right Talent
Team Launch
Leader (ongoing)
Team Members
Team Charter
Compelling Direction
Team Goals
Working Agreements
 Quality Outputs
 Team Capabilities &
Relationships
 Individual
Engagement
Coachfederation.org/ICFGlobal2012
Team
Beginning →
Define &
Initiate
Team Effectiveness
High
Performance
Team
Coaching
© Carr and Peters, 2012
Sample Team Charter – Date
Vision
Team Mission or Mandate or Purpose
Team Members
Values
Our Team Norms
Key Goals
Success Measures
It’s all about Performance!
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Based on what we have shared
….How can you
make your team
coaching more
valuable, not just
interesting and
insightful?
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Selected Key References
•
Buljac-Samardžić, M. (2012) Healthy teams: analyzing and improving team
performance in long term care. Ph.D. thesis, Erasmus University.
•
Clutterbuck, D. (2007) Coaching the team at work. London: Good News Press.
•
Gersick, C. (1988) Time and transition in work teams: toward a new model of
group development. Academy of Management Journal, 31(1), pp.9-41.
•
Grant, A. (2009) Workplace, executive and life coaching: an annotated
bibliography from the behavioural science and business literature. Coaching
Psychology Unit, University of Sydney, Australia.
•
Hackman, J. and O’Connor, M. (2005). What makes for a great analytic team?
Individual vs. team approaches to intelligence analysis. Washington, DC,
Intelligence Science Board, Office of the Director of Central Intelligence.
•
Hackman, J. and Wageman, R. (2005) A theory of team coaching, Academy of
Management Review, 30(2), pp.269–287.
9Coachfederation.org/ICFGlobal2012
April 2015
Team Coaching: A Dual
16
Selected Key References continued
•
Losada M, and Heaphy E. (2004) The role of positivity and negativity in the
performance of business teams. The American Behavioral Scientist, 47, pp.740765.
•
Mathieu, J., Maynard, T., Rapp, T., and Gilson, L. (2008) Team effectiveness
1997-2007: a review of recent advancements and a glimpse into the future.
Journal of Management, 34(23), pp.410-476.
•
Stake, R. (2006) Multiple case study analysis. New York, NY: The Guilford
Press.
•
Wageman, R., Hackman, J., and Lehman, E. (2005) Team diagnostic survey:
development of an instrument. Journal of Applied Behavioral Science, 41,
pp.373-398.
•
Wageman, R., Nunes, D., Burruss, J., and Hackman, J. (2008) Senior
leadership teams: what it takes to make them great. Boston, Harvard Business
School Publishing Corporation.
•
Yin, R. (2009) Case study research: design and Methods, 4th ed. Thousand
Oaks, California, Sage Publications Inc.
Coachfederation.org/ICFGlobal2012
17
Thank you!
www.InnerActiveLeadership.ca
High Performance Team Coaching – LinkedIn Group
• Catherine Carr, M.Ed., PCC, RCC (Canada)
–Catcarr@shaw.ca
• Jacqueline Peters, B.Sc., M.Ed., PCC, CHRP (Canada)
–Jacqueline.Peters@InnerActive.ca
Coachfederation.org/ICFGlobal2012