Organisations demand that people operate in a collective and collaborative way to ensure work is done effectively and efficiently rather than separately and in ‘silos’. For teams to become truly effective and high performing they need to have:
- Absolute clarity of what they are trying to achieve
- A set of powerful working relationships that provide great support and constructive challenge, all received in a positive way
- Transparency about who is responsible for what and by when, without duplication
- Time to reflect on how they are getting the work done and how to remove blockers including wasted energy, rivalries, and difficult emotions.
To achieve this, it is helpful if people in teams understand not only how they work as an individual but also the impact they have and how to adapt behaviour to get the best from colleagues.
EDC’s experienced facilitators would normally start a team development programme by winning participants ‘buy in’ to the process by holding an Engagement Meeting to explain the process its purpose, solicit their suggestions and deal with queries.
This would normally be followed by undertaking some assessment to create a platform of understanding about working styles, team relationships and the impact the team may have on others.
Using real-life or case-study examples, team members would experience and learn how to work together effectively and in ways which support each other to achieve team goals.
We can measure success through a team performance diagnostic, gathering perceptions across several pre-defined criteria of performance internally, externally, or both.
Team coaching is an effective way to get teams working together effectively and in a way that underpins the achievement of team rather than individual goals. It creates a context where healthy and constructive challenge exists without damaging or breaking relationships.
Within complex organisational systems, it will also help teams to promote the collaborative working necessary for the system to achieve its aims.
the importance of winning participants ‘buy in’ to the process by holding an Engagement Meeting to explain the process and purpose, solicit their suggestions and deal with queries
