Teamcoaching

Teamcoaching

A team is constantly on the move. Adjustment to new changes, such as new policies, new team members, work disruptions, etc. is necessary.

With team coaching, people look for the true causes of inhibited growth and the team gains insight into why they as a team maintain an undesirable situation.


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Each team goes through periods in which it all runs less smoothly or not at all. Or there is an urgent reason to do things differently within the team.

I supervise the development that must be implemented, focused on lasting results. As a result of which the participants enjoy working together to get the matter flowing again, to be able to go for it again. For the goals of the organization and themselves.

Team coaching is the stimulation of taking joint ownership for professional team development and the result thereof.
A team has an assignment from the organization in the form of objectives, contribution to the primary process, responsibility for the implementation of processes and procedures, etc. The effectiveness of action is largely determined by the degree to which a team is responsible feels for work. A great sense of responsibility means reacting earlier and more alert to disruptions, good communication, reporting and agreements with other team members.

With the help of team coaching, the awareness is developed that cooperation and meaning give working in a team value and meaning. Central to this is: what do we want to achieve with our team and how are we going to achieve that?

Method

STEP 1: INTAKE 
To deliver a customized approach, a 360-degree intake of 2 -2.5 hours is essential with the manager and / or team leader. A conversation in which we go into depth together with your change issue. We look at the upstream (the change approach), the underflow (the emotions and dynamics surrounding the change) and at repeating patterns, and of course at your own role in the whole. I also inform you about my way of working.

Here are a few questions to think about:

Target: what is the intention, the desired situation and why? How does this relate to the vision of the organization? What should this goal deliver to the organization? What should it deliver to customers? Would the team put it this way? Is the vision alive? What are their sources of inspiration? Where is the team's dilemma to achieve this?

Reality: description of the current situation (composition of the team) and bottlenecks. What are the obstacles, what does not work? What are the strengths, what does work? What has already been tried? How long has this been going on?

Options: What do you see as possibilities? What has already been tried?

Action: What is seen as the first action to get from reality to goal?

Rate: A fee of € 297 (excl. VAT) is requested for the intake interview. When concluding a collaboration, these costs are settled in the quotation.

STEP 2: GROUP CONVERSATION WITH ALL TEAM MEMBERS
Intake interview with the team + plenary feedback to everbody that is involved.
In this way I gain insight into the underlying motives, complaints and tensions of the team.

Rate: A fee of € 297 (excl. VAT) is requested for the group intake interview. When concluding a collaboration, these costs are settled in the quotation.

STEP 3: CUSTOMIZED REPORT AND QUOTATION
The intake interviews result in a customized offer and a short report (functional analysis) of what I think is necessary within your team to be able to take steps forward. A coach contract is drawn up in which the goals to be achieved and work agreements are stated.

STEP 4: SUPERVISION OF THE TEAM
The interactive coaching process itself is a customized step-by-step plan, with theoretical substructure and (reflection) assignments.
After each meeting, the participants make an action list and agreements are made to implement what they have learned in practice, to reflect and to evolve on the desired result.

In the meantime there are moments of reflection and evaluation with you about where the team stands with regard to the coach objective. We discuss short- and long-term plans, ambitions, actions to be taken and personal insights. The point is that the coach becomes superfluous and the team can 'manage' itself.

STEP 5: AFTER CARE AND END-EVALUATION

Why Team Coaching?

• Because it is a way to make your team more effective, efficient, decisive,
get more motivated.
• It can strengthen mutual cooperation by, for example, working on listening skills, open communication, giving feedback and addressing each other and mutual understanding.
• It is a way to make optimal use of the unique qualities and talents of individual team members, so that each team member can be optimally deployed and the whole becomes more than the sum of the parts
• It is a way to improve the atmosphere in a team and thereby improve job satisfaction (and often productivity).
• Team coaching promotes mutual trust and openness.
• Because this way the goals of the individual team members and the team as a whole become clearer to become
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