Coaching leadership teams

The team coaching is profoundly different from cohesion or energising exercises such as team building or “team development”.

It means supporting a team over several months, in order:

• To help it optimise its collective processes and ways of working for sharing information, deciding and acting

• To grow its maturity by accelerating its development

• Toraise its collective performance over time, measuring the progress made and the results obtained

In a context of change, crisis or transition, coaching a leadership team makes it possible to redefine its vision, its governance, or its capacity to cooperate and transform.

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The team coaching is particularly effective in leading change, for leadership teams, project teams, and multidisciplinary or multicultural teams.

It works particularly well on the following themes:

• Developing a strategy and putting it into practice with the teams

• Growing the team’s maturity in how it works, decides, interacts and handles crises

• Improving working methods

• Facing a crisis or a major disruption (merger, acquisition, redundancy plan, and so on)

• Shifting the culture

• Integrating and managing intercultural dimensions

• Making organisational change stick

• Drawing up a concrete work plan with performance indicators

• Handling conflicts between team members and members of the executive committee

How it works

The arrangement is built with the client and adapted to their objectives. It is often organised around coaching of executive committee meetings and working seminars with the team. In some cases it is accompanied by one-to-one coaching.

Typically, a team coaching runs over a long period, from 6 to 18 months. It is punctuated by working days with the coach — for example 2 days every 6 to 7 weeks — and by occasional workshops.

• A meeting with the leader, the sponsor: it is they who, with our help, identify their team’s issues and decide what should be done

• Depending on the team’s needs, it goes through one or more team coaching seminars

• Working with us, the leader defines clearly the stance they will take in each sequence — directive, open, supportive — and makes it known to the team beforehand

• The leader follows up on what was decided, with a coach alongside them if they wish.