ebernick It takes a coach with talent, skill and knowledge to be effective. First, the coach must assess the state of the team, identify its needs, understand team members’ familiarity and experience with coaching techniques, and work with the manager to develop a coaching strategy that meets his or her needs and is consistent with the team’s current state.
A coach who focuses on the individual and collective strengths of the team, can influence team performance in 5 fundamental ways:
- Increase the team’s awareness of the principles of strengths-based development.
- Increase team members’ awareness of and appreciation for their individual and collective talents and strengths.
- Increase the team’s application of the principles of strengths-based development.
- Increase team members’ application of their individual and collective talents and strengths.
- Track and communicate the achievements (the specific performance results) that come from their awareness and application of strengths.
The coach will use these concepts to provide a scope and sequence for a team strengths coaching strategy. The first step in this sequence is for the coach to interview the manager and his team, so as to listen for opportunities to examine the culture and state of the team, the motivations, experiences, and needs of the manager, the wants and needs of the team members, and recurring themes and issues that the team could benefit from exploring. In short, this is about understanding and clarifying the team’s situation, needs, and goals. This will enable the coach to create a Team Profile.
Whilst there are many coaches who offer business coaching, it is usually best to engage with a few to determine which one “fits” your requirements. Even coaches who use the same procedure and technique have their own “personality/style” which may suit some people but not others. I met with a new supplier the other day, and when he found out that I do coaching, he mentioned to me that he had recently engaged a coach to help him in his business. He mentioned the name of the coaching company, but then added that it was only after interviewing the third coach from the same company that he felt comfortable working with him.
My advice is therefore to personally meet with some coaches and establish if there is “rapport”, to determine which one will be able to engage with you and your team most effectively.
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