Team coaching: a driver of commitment and performance

“From how many people do we consider that we are in the context of team coaching? “What is a team?” “What methodology should be adopted to coach a team? ”... These were some of the questions asked by HR Directors and Talent Managers during our Happy Morning dedicated to coaching/team seminar on September 26. A look back in texts and images on this breakfast rich in lessons and sharing.

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Team coaching: a necessity for businesses.

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Today, the concept of team has evolved:

• Managers or leaders often manage projects that include many people who do not belong to their teams.
• Talent is organized by skills and by organization and is disrupting traditional hierarchies and organization charts.
• Freelancers are more and more numerous and represent vital forces in the team that must be learned to integrate.

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These changes reinforce the need for teams to be supported. In addition to technical or commercial innovation, collaboration is one of the factors in the economic performance of a company. Collaboration is now the first pillar of the company of tomorrow (both for the organization itself and for the employees). As for support methods, innovation is also essential. In some large groups, there is a lack of ability to lead meetings in a staggered, dynamic and effective manner. However, talent wants to have more stimulating experiences. There is therefore a growing need to use innovative facilitation methods to strengthen commitment and performance within teams. After a short inclusion phase that allowed each participant to share their questions concerning the coaching/team seminar, Valérie Rocoplan, CEO of Talentis and professional coach, recalled the fundamentals of this type of support.

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Team coaching: a reminder of the fundamentals.

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The different methods of supporting teams:

• Team facilitation: use of methods such as “Open Forum”, “World Café”, “Design Thinking”, “Brainstorming”...
• Team seminar: a moment of conviviality combining “business” topics and cohesion topics. This is the method most popular with businesses (80% of requests).
• Team coaching: the coach engages with the manager on long-term support, intended to transform the way the team operates.

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Valérie Rocoplan: “During team coaching, our objective as a coach is to transfer our skills so that the team itself is in a position to diagnose its health and to work on its autonomy, performance and cohesion.”

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The stages of support for the teams:

• Step 1: diagnosis of the needs of the team and the leader.
• Step n° 2: design of the seminar/support.
• Step 3: coaching the team

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Learn more about our team coaching offerings

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Diagnosis of team needs — the different stages of team development:

• Step 1: the collection of individuals. At that moment, the needs of the team are: to share a common ambition, to know each other, to define the values of the team, to understand the roles of each person, to define the framework for collaboration, to tell each other things...
• Step 2: the solidarity group. At this level, the collective aims to: appreciate the complementarities between team members, share the diagnosis of the strengths and weaknesses of the team, co-build solutions as a team, accept and manage conflicts...
• Step 3: the efficient team. This is the objective of team coaching so that the team succeeds in: anchoring success factors, supporting team commitment, driving and initiating changes, adjusting the organization to business needs...

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Find out in detail the 3 stages of development of a team

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Team coaching: the role of the coach.

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After recalling the different modalities and objectives of team coaching, Valérie Rocoplan presented us The expected roles of a team coach :

• Mirror of team modes of operation
• Supports Highlighting facilitating or limiting behaviors
• Give feedback and suggest new ways to cooperate
• Stimulates trust, cooperation, transparency, co-responsibility
• Makes the team autonomous in its ability to diagnose its operating modes and regulate

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Team coaching: success factors.

• A thoughtful choice of goals to avoid frustrations or fantasies

• Participants during the “helium stick” game.
• A duration aligned with the objectives — a precise adjustment of the realism of the interventions
• A clear contract as to the objectives and expected results
• A clear contract as to the role of the coach/his posture with respect to the manager and to the team
• A feedback/challenge/confrontation/coaching contract to prepare the team
• An agreement on the follow-up/anchoring of decisions and new team practices
• An alliance and a contract redefined several times if the support is provided over the long term

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‍After this morning of conviviality and sharing, our guests left with an even more enlightened vision of team coaching, its modalities and challenges. Since 2003, we have already supported hundreds of international teams on their way to performance. We guarantee you premium support guided by specific objectives. Our professional coaches have a long “business” experience within organizations, as well as significant experience as executive coaches to respond accurately to the problems and improvement challenges identified at the level of the team concerned.