Development Coaching For Teams

Working in a really good team and achieving great outcomes can be simultaneously be one of the most satisfying and most challenging experiences we can have.  The dynamics in teams are never static – you can’t “set and forget”.  However, despite the fact that most people spend a significant part of their working lives in teams, the knowledge of what dynamics are at play in teams and how to effectively lead and work through those dynamics are not well understood and often dismissed with a simplistic “3 steps to ….” type of approach.

I work with teams and team leaders to assist them to build their capacity to understand and pay attention to the dynamics influencing individual and group behaviours and to put in place processes and approaches that help them become a robust, dynamic, creative, high performing team with experience, knowledge and wisdom that individual team members can transfer to future teams either as team members or team leaders.

Teams will experience some similar but also some very different dynamics depending on their stage of development or the external or internal challenges that they are facing which is why simplistic solutions or “recipes” are generally inadequate.

For example, each of these teams will experience different dynamics and challenges:

  • New and start up teams looking to build a basis of mutual trust as well as clarity around goals, objectives and purpose
  • Virtual teams where team members may rarely or never have had an opportunity to meet face to face
  • Teams that have been very successful but need to choose whether to reinvent themselves or disband
  • Teams where there is a new team leader, or new team members who might be joining a long-standing team or where teams are facing the loss of key members
  • Teams where there is a significant need for collaboration between diverse multidisciplinary or cross organizational groups often formed predominantly of peers
  • Temporary project teams or teams formed to respond to urgent crisis situations
  • Teams suffering from major stress, disfunction or conflict which is impacting performance
  • Executive or senior leadership teams struggling with potent dynamics around status and power as well as the need to balance individual business unit and whole of organization outcomes
  • Teams built from independent and free-thinking professionals such as researchers, academics, lawyers, consultants, doctors, accountants etc.

Frequently, teams find it helpful to review concrete data as a starting point for potentially uncomfortable conversations about the current team dynamics and performance.  I have been involved in the development of the Knowledge Teams Effectiveness Profile (KTEP) which provides a valid and reliable measure of team dynamics and suggests priority areas for action to enhance the team’s performance.  Access to more information about this very useful tool is available through this link www.kteams.com.au

The results will show how your team compares with other knowledge teams and will give you specific and practical suggestions for increasing your team’s performance.  This instrument has been widely used in Australia and overseas as a means of improving team performance.

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No one can whistle a symphony. It takes a whole orchestra to play it

H.E. Luccock

If you want to go fast, go alone. If you want to go far, go together

African Proverb

Teams will experience some similar but also some very different dynamics depending on their stage of development

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