Why does your team needs coaching?

Katzenbach and Smith (1993) defined a team as “a small number of people with complementary skills, who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable” (p. 45).

How many of you can actually say that about your own team (the one you’re working with or you’re managing)?

Patrick Lencioni’s famous model of a non-functioning team highlights absence of trust , fear of conflicts, lack of commitment, avoidance of accountability and inattention to results. If the team lack any of the above, you probably are dealing with a group of people, artificially calling themselves a team, without realising what the team is and why is it for.

If you would like to take a peak of what the rest of the team thinks of the dynamics – you might use a questionnaire or a short interview, asking related questions to the areas of the team work. After having the answers, you would be able to see if there’s a common theme or not. And that understanding would allow you to start a conversation with the team about their will of improving the collaboration and performance, working together on a common goal or even improving individual performance.

This all can be achieved with a team coaching, via increasing the self-reflection, observation, systematical thinking and realising that a team is not equal to a group and as a team you’re able to achieve better results and as a side effect be more happy and satisfied at work.

I’m enjoying the process of co-creating the better functioning and performing teams, so reach out to me to learn more how to make your team on of the best performers and inspire others.