Coachfederation.org/ICFGlobal2012

Coachfederation.org/ICFGlobal2012

Team Coaching: Get Results and Rave Reviews

Catherine Carr, M.Ed., PCC, RCC (Canada)Jacqueline Peters, B.Sc., M.Ed., PCC, CHRP (Canada)

Coachfederation.org/ICFGlobal2012

Team Coaching?

Coachfederation.org/ICFGlobal2012

Coach Reflection

How do you define

Team Coaching?

Coachfederation.org/ICFGlobal2012

Best Team / Worst Team

• Best team characteristics

(2 to 3)

• Worst team characteristics

(2 to 3)

Coachfederation.org/ICFGlobal2012

…Teams do not improve markedly even if all their members receive individual coaching to develop their personal capabilities.

Individual coaching can indeed help executives become better leaders in their own right, but the team does not necessarily improve.

Team development is not an additive function of the individuals becoming more effective team players, but rather an entirely different capability. (Wageman et al., 2008, p. 161)

Coachfederation.org/ICFGlobal2012

Supportive contextSolid Structure

Six Conditions for Leadership Team Effectiveness

Right People

Real Team

Compelling direction

TheEssentials

TheEnablers

Team Coaching

Team Leadership

From: Wageman, R., Nunes, D., Burruss, J., and Hackman, J. (2008) Senior leadership teams: what it takes to make them great.

Coachfederation.org/ICFGlobal2012

Coach Reflection

How can you use this information about

high performance

team factors

in your practice?

Based on: Hawkins, P. (2011) Leadership team coaching: developing collective transformational leadership.

Coachfederation.org/ICFGlobal2012

Coach Reflection

• Where does your team coaching currently fit on the continuum?

• If you don’t currently coach teams, where do you see starting?

• What would it take for you to stretch to the next level of the continuum?

Coachfederation.org/ICFGlobal2012

Team Coaching Readiness Assessment

• 5 to10 team members

• Clear team membership

• Purpose for the team to meet regularly 

• Right team members for team purpose

• Leader motivation for team coaching

• Team member motivation for team coaching

• Able & willing to dedicate time to achieve coaching goals

• Obstacles to coaching participation

Coachfederation.org/ICFGlobal2012

High Performance Team Coaching

…is a comprehensive and systemic approach to support a team to maximize their collective talent and resources to effectively accomplish the work of the team.

Coachfederation.org/ICFGlobal2012

High Performance Team Coaching© Carr and Peters, 2012

Quality Outputs

Team Capabilities & Relationships

Individual Engagement

Pre AssessmentඵTeam Coaching

Readiness ඵTeam Members▪ Stakeholders▪ Organization Context

Coaching forTeam Design▪ Team Purpose▪ Team StructureඵRight Talent

Team Launch▪ Team Charter▪ Compelling Direction▪ Team GoalsඵWorking Agreements

Individual Coaching ▪ Leader (ongoing)▪ Team Members

Ongoing TeamCoaching ▪ Coach▪ Leader▪ Peer

Review Learning & SuccessesඵTeam MembersඵStakeholdersඵOutcomes

Team Beginning →Define &Initiate

Midpoint → Review & Realign

End →Integrate

Team Effectiveness

Safety

Team Members

Vision

Sample Team Charter – Date

Values

Team Mission or Mandate or Purpose

Key Goals

Success Measures

Our Team Norms

Coachfederation.org/ICFGlobal2012

It’s all about Performance!

Coachfederation.org/ICFGlobal2012

Based on what we have shared

….How can you make your team coaching more valuable, not just interesting and insightful?

Coachfederation.org/ICFGlobal2012

Selected Key References• Buljac-Samardžić, M. (2012) Healthy teams: analyzing and improving team

performance in long term care. Ph.D. thesis, Erasmus University.

• Clutterbuck, D. (2007) Coaching the team at work. London: Good News Press.

• Gersick, C. (1988) Time and transition in work teams: toward a new model of group development. Academy of Management Journal, 31(1), pp.9-41.

• Grant, A. (2009) Workplace, executive and life coaching: an annotated bibliography from the behavioural science and business literature. Coaching Psychology Unit, University of Sydney, Australia.

• Hackman, J. and O’Connor, M. (2005). What makes for a great analytic team? Individual vs. team approaches to intelligence analysis. Washington, DC, Intelligence Science Board, Office of the Director of Central Intelligence.

• Hackman, J. and Wageman, R. (2005) A theory of team coaching, Academy of Management Review, 30(2), pp.269–287.

April 19, 2023 Team Coaching: A Dual Case Study: Carr & Peters

16

Coachfederation.org/ICFGlobal2012

Selected Key References continued

• Losada M, and Heaphy E. (2004) The role of positivity and negativity in the performance of business teams. The American Behavioral Scientist, 47, pp.740-765.

• Mathieu, J., Maynard, T., Rapp, T., and Gilson, L. (2008) Team effectiveness 1997-2007: a review of recent advancements and a glimpse into the future. Journal of Management, 34(23), pp.410-476.

• Stake, R. (2006) Multiple case study analysis. New York, NY: The Guilford Press.

• Wageman, R., Hackman, J., and Lehman, E. (2005) Team diagnostic survey: development of an instrument. Journal of Applied Behavioral Science, 41, pp.373-398.

• Wageman, R., Nunes, D., Burruss, J., and Hackman, J. (2008) Senior leadership teams: what it takes to make them great. Boston, Harvard Business School Publishing Corporation.

• Yin, R. (2009) Case study research: design and Methods, 4th ed. Thousand Oaks, California, Sage Publications Inc. 17

Coachfederation.org/ICFGlobal2012

Thank you!www.InnerActiveLeadership.ca

High Performance Team Coaching – LinkedIn Group

• Catherine Carr, M.Ed., PCC, RCC (Canada)–Catcarr@shaw.ca

• Jacqueline Peters, B.Sc., M.Ed., PCC, CHRP (Canada)–Jacqueline.Peters@InnerActive.ca