Coaching for individuals remains a powerful way to support reflection and change. Clearly, one to one coaching has an impact on the individuals’ performance. However, in organisations where teams are formed and needed, team coaching has the potential to be far more effective, as an individual is ultimately only a part of a larger picture.
Team coaching, according to Clutterbuck, helps nurture ‘a climate of psychological safety’ in which all members, who are part of a team, learn collectively. Dialogue and sharing are welcomed, as well as constructive challenge. Team members gain more clarity, coherence and consistency. Most important of all, they gain understanding of the process and each other’s value.
Is team coaching for teams who are already working well or for dysfunctional teams? Clutterbuck warns us from attempting to coach teams that show signs of being dysfunctional and may be part of a toxic atmosphere. Whilst, experienced coaches in the field, according to Newby, suggest that team coaching should be for good teams aspiring to get to the next level.
To be a competent team coach, argues Clutterbuck, a few skills are required such as being able to manage conflict and respect confidentiality. However, there is more complexity in team coaching. It may be challenging to successfully navigate the nuances of confidentiality in a one to one coaching setting and in a team coaching scenario.
Our next Coaching Tweetchat seeks to explore the following questions:
- What is team coaching? Why does it matter? 12:05 pm
- How does team coaching differ from one to one coaching? 12:15 pm
- What are the skills required to facilitate team coaching? 12:30 pm
- What are the specific issues relevant to team coaching? For example, is it to fix or enhance? Does a team need one coach or more? 12:40 pm
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