These systemic team coaching is not only about “helping the team optimize the way they are communicating and learning together” but also about “enabling the team to define and execute its collective task in a way that creates greater value than possible from the sum of the individual members”.
Systemic Team Coaching
generates insights in a quick and efficient way and gives solutions on how a team is perceived by its stakeholders and by members of the team itself.
obtain overall better results, costs and value
The benefits of use the Systemic Team Coaching
The five disciplines that make a highly effective team
1. Clarifying
Every team needs a clear collective purpose and agreed objectives. Checking-in regularly on what core aims are in everyone’s minds is a really good discipline for getting your team to be more aligned as a collective.
2. Commissioning
It means that the team objectives are aligned with the needs of all their stakeholders. It is about finding the balance between doing things that you know your team needs to do to add value to your organization, and, at the same time, being supportive of the needs of other teams and external stakeholders.
3. Co-creating
It is an understanding for all team members that their objectives can only be achieved by effective collaboration. There are two different models one can use with their team to assess where they are: the Tuckman stages of team development – forming, storming, norming, performing and Lencioni’s Five Dysfunctions model that spells out problems in teams that are often overlooked.
4. Connecting
Effective teams work together in a cohesive, collaborative, and efficient manner, often leveraging technology and communication tools to maintain strong connections regardless of physical location. These teams are characterized by a high degree of interdependence and synchronization, which enables them to achieve common goals effectively.
5. Core Learning
A team is only sustainable if it can learn and adapt. Any improvement, evolution or progression comes from learning – results, failures, experimenting and adapting. It is about reflecting on how things are being done, asking for – and listening to – feedback (honest but constructive).
