Teams that work together, succeed together 💪. Team coaching combines the best of management and mentoring to help you develop united, collaborative, and motivated teams. But how do you do it? And how do you measure it?
Don’t worry—we have the answers. Let’s explore the transformative power and purpose of team coaching.
A team made up of highly-competent talent can still be underperforming if they can’t work together effectively.
It’s just like how a team that claims to be “one big happy family” can still underachieve if they’re unable to challenge and mentor each other.
Team coaching is a holistic approach to the process of guiding and motivating a team to succeed. It considers all areas of the employee experience and strives to inspire positive changes in team mindsets and collaborative skills.
The team coaching process involves uniting teams around shared objectives and visions. Employees are encouraged to recognize the value of their individual abilities in the wider context of team and organizational goals.
When employees know where they fit in team dynamics, it establishes a sense of belonging and well-being. According to the Achievers Workforce Institute, employees with a strong sense of belonging are 45% more likely to be their most productive selves at work. And they’re 44% more likely to feel aligned with the company culture.
To truly understand the power of team coaching, you have to understand its core purposes. So, what is the purpose of coaching initiatives?
Team coaching drives a lot of different benefits, although its ultimate aims are to:
Let’s explore some of these a little further.
High-performing teams don’t just appear out of thin air. Nor are they reliant on their skills and abilities alone. To maximize their performance, a team needs to be supported, nurtured, and empowered to unlock their true potential.
To do this, you need to tackle the employee experience holistically and dynamically. Building connections is an essential way to increase employee engagement and performance. This means going beyond skill development to foster a positive, collaborative culture where your teams can work together effectively.
In doing so, you can:
Ultimately, you can curate a team that is not only capable of high performance but actually motivated to achieve it.
How to get started 👉 Increase employee engagement and build a positive company culture with Confetti’s team building experiences!
What are the strengths and weaknesses of your employees? How do they contribute to the overall success of your team?
Mentoring drives individuals to make positive changes for their own personal benefit. Team coaching encourages individuals to make positive changes not just for themselves but for the entire team's benefit.
This maximizes potential because it unlocks employee initiatives to exert their strengths in the right areas. It also encourages learning and development.
You can also maximize team potential through the use of workflow-optimizing technologies.
Take an automated accounts payable system, for example—it automates workflows by capturing invoices, receipts, expenses, and approvals data, increasing productivity. This enables teams to work together more effectively and, as an added bonus, improves cross-department collaboration.
Being able to adapt to change is a defining characteristic of a successful team.
New technologies, staff turnover, evolving business goals, changing priorities—teams need to be ready for anything to survive the modern workplace.
The foundations of team coaching are built on driving positive transformation. Done right, it can create a culture of agility.
You can introduce teams to new ideas and concepts, encouraging innovation and flexibility. Instead of crumbling in the face of change, effectively coached teams can tackle challenges with collaboration and creative problem-solving.
Individual, team, and organizational productivity are interdependent. To drive productivity and success on a company-wide scale, you need to increase employee productivity. And to do this, you need to create a positive team culture.
Team coaching understands that united teams are productive teams. The strategy focuses on harmonizing teams by aligning them with common values and goals. It also encourages collaborative innovation and problem-solving.
How to get started 👉 Put your collaborative problem-solving skills to the test in Confetti's Escape Quest!
Team coaching will only be successful if you measure its impact correctly and make data-informed improvements. Here’s how you do it.
Before you even begin team coaching, you need to establish the key performance indicators (KPIs) you will track.
In fact, before you can even establish your KPIs, you need to identify your team coaching goals. This is because KPIs measure performance in relation to specific business goals.
So, sit down with your team and have a two-way discussion about your goals. What are the most important long-term goals for team success? How can you quantifiably measure whether these goals are being met?
Team coaching KPIs might revolve around things like:
So, you’ve established your goals and KPIs. Your team coaching program is in full swing. The next step is to evaluate just how effective your team coaching initiatives are using the KPIs you’ve been collecting.
So, during your evaluation, you’ll want to look for improvements in areas like:
Of course, keeping track of all this data—and then accrediting it to specific initiatives—isn’t easy. But ERP implementation can make it a whole lot easier. An enterprise resource planning (ERP) system centralizes your business data, enabling you to quickly access and extract insights from KPIs across your business.
So, you can evaluate the impact of your team coaching initiatives in alignment with specific business goals. Things such as reducing employee turnover or driving faster project execution, for example.
By asking team members for feedback, you can improve participation and drive improvements.
As well as communicating the strengths of your coaching initiatives, team members can also identify flaws or gaps in your coaching process. So, there’s no need to rely on guesswork. You can confidently transform your weakest areas and maintain the effectiveness of your strongest areas.
Plus, feedback engages employees in a two-way conversation. When their opinions are asked for and appreciated, then employees become more engaged in the coaching process, improving its effectiveness.
To gain feedback, send out online feedback surveys (these can be anonymous if you wish). Or ask team members for feedback during 1-on-1 meetings.
Assessment tools also drive improvements. They standardize the evaluation process, measuring knowledge, competency, skills, and behaviors in specific areas. Analyzing the results delivered by assessment tools can uncover hidden obstacles and potential areas for improvement.
Are you ready to get started with your own team coaching strategy?
Confetti’s diverse team building activities can help you create team experiences that foster collaboration and belonging.
Ready to get started? Contact [email protected] to find the perfect event for your team!
The '3 C's of coaching' are clarity, confidence, and commitment.
The objectives of team coaching are to build a collaborative and productive team culture, inspire innovation and problem-solving, maximize the potential of employees and teams, and boost productivity for teams and companies as a whole.
Team coaches act as facilitators, mentors, and guides for teams, helping them navigate challenges, develop skills, and achieve their objectives. They bring a combination of coaching skills, interpersonal expertise, and organizational understanding to their role.