Team Coaching - Why It Works!

I studied with the Center for Right Relationship (CRR Global) and took their extensive curriculum on Organizational Relationship Systems Coaching (ORSC™) to tackle some of the common ailments that plague work environments. These include:

  • Ineffective or toxic communication

  • Low team morale or burnout

  • Conflict avoidance and non-resolution

  • Lack of creativity and productivity

  • Confusion about roles on a team

I think the best part of that program (for me) were the lessons about systems and focusing on the whole of the relationship system versus the actual players in it. The relationship is the client, not the individual players as is the case in 1:1 coaching. If you forget this (and I have) the system will teach the coach a lesson or two. When you coach the team relationship, you are tapping into the power of the relationship and it is driving the bus and taking us all for a ride. As a coach with well tuned intuition and owning the role of truth teller, the team can make the right turns. It does this because the coach is revealing the system to itself (the map in this metaphor). From this awareness, change can happen because the map is now visible and not hidden to the passengers aka team players.

Another reason about why this works is that it takes the individual bias out of it. It isn’t about “someone” in the room, it is about everyone in the room. The system either allows for individual behavior to overwhelm the team’s dynamics or it doesn’t. Often it isn’t about “him or her”, it is about the team and what it allows. This team coaching approach is not a “one and done” because the new team culture needs time to develop and takes time and commitment from the team leader to see it through.

The Center for Creative Leadership (CCL) says not all coaches are skilled coaches in working with teams and I couldn’t agree more. Here is their list of 5 attributes you should look for from a team coach:

  1. A focus on the whole. A team coach may have the ability to coach individuals in many ways, but the goal is to facilitate learning for the team as a whole. The coach should find ways for team members to gain insight and practice different behaviors in the context of the team and its goals. Individual assessment and feedback may be a component of team coaching, but it’s always related to improving team effectiveness.

  2.  A systems-thinking perspective. Coaches must understand the complex organizational dynamics in which the team operates.

  3. Comfort with ambiguity. Team dynamics often create unpredictability. Coaches shouldn’t expect to drive the direction and specific outcomes of the team. Instead, they must be willing to learn the ways in which the team works, and then coach accordingly.

  4. The ability to set boundaries. Coaches need to be skilled at understanding, identifying, and managing boundaries. A team coach should be finely attuned to the many relationships within the team. The coach has to work within at least 3 relational units: with individual coachees, with the team as a whole, and with the organization.

  5. A long-term view. Team coaching doesn’t always have immediate results. Other business and organizational demands are great and constant, so a coach shouldn’t pressure the group to change too much too soon. If a team coach is persistent and patient, the team and the individuals within it will function more effectively.

Contact Tracie Moser at Truce Solutions to discuss what we can do for your team. PS: Read the book Humility Is the New Smart: Rethinking Human Excellence in the Smart Machine Age. Another is Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage in Human Consciousness. Both of these beautifully illustrate the intersection of organizational and personal development trends.

The knowledge worker of the information age is out and team worker of the smart machine age is in!
— Tracie Moser, Certified Coach

Maximizing the Impact of Executive Coaching

Behavioral Change, Organizational Outcomes, and Return on Investment

In this study, it surveyed executives about the impacts of coaching in both a tangible and intangible way. Seeing these results, coaching can and does play a significant role in organizational health and overall profitability. At TRUCE, we want to be your partner in creating this type of impact for your organization. Give us a call to explore further or contact us via email.

Source: By Joy McGovern, Ph.D., Michael Lindemann, Ph.D., Monica Vergara, M.A., Stacey Murphy, Linda Barker, M.A., & Rodney Warrenfeltz, Ph.D. Publication: Manchester Review

Source: By Joy McGovern, Ph.D., Michael Lindemann, Ph.D., Monica Vergara, M.A., Stacey Murphy, Linda Barker, M.A., & Rodney Warrenfeltz, Ph.D. Publication: Manchester Review

Why Implement In-House Coaching?

The most successful in-house coaching efforts align with the goals of the organization.  Tracie Moser of TRUCE Solutions believes that there are multiple reasons why organizations benefit from in-house coaching programs. In Vancouver, STEMCELL Technologies, CLIO Software, lululemon , VCH and Best Buy are a few organizations that have in-house coaching to supplement their training and education programs. Below are some of the reasons that companies may want to establish a coaching program:

Skills Enhancement – In house coaching enables experienced, highly competent leaders to pass their expertise on to others who need to acquire specified skills.

Leadership and Management Development -- Coaching encourages the development of leadership competencies. These competencies are often more easily gained through example, guided practice or experience than by education and training.

Real Time Support -- Coaching helps bridge the gap between theory and practice. Formal education and training are complemented by the knowledge and hands-on experience of a competent coach.

Organizational Development and Culture Change -- Coaching can help communicate the values, vision, and mission of the organization; a one-to-one coaching relationship can help employees understand the organizational culture and make any necessary changes.

Professional Identity -- When younger managers are early in their careers, they need help understanding what it means to be a leader in their working environment. Coaches play a key role in defining professional management behavior for new employees.

Recruitment -- Coaching can enhance recruitment goals by offering additional incentives to prospective employees.

Retention -- Coaching provides an encouraging environment through ongoing interactions, teaching, and role modeling that facilitates progression within the organization; coaching has been found to influence employee retention because it helps establish an organizational culture that is attractive to the top talent clamoring for growth opportunities. Coaching is a tangible way to show employees that they are valued and that the company’s future includes them.

Contact Tracie Moser of TRUCE Solutions to discuss how we can help you set up an internal coaching program in your start-up or growing business.

Coaching is where human and professional development become intertwined to meet 21st century needs. No longer is just the ‘professional self’ needed in the workplace.
— Tracie Moser, Certified Coach