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Team Coaching for High Performance!
Team coaching helps align your team and boost their performance to the highest level. When conflict and politics bog down a team, its members are unlikely to reach their full potential. Conversely, every member’s personal performance benefits from a high-performing team.
Is your team’s narrative what you would want it to be?
Is your team narrative what you would want it to be?
The Essence of Team Performance
THE ESSENCE of team performance is truthful and skilful conversation, platformed on individual and collective self-awareness. Truthful conversation can happen when it is safe to do so. That safety seldom happens spontaneously. Most often, it needs to be contracted for between team members. Contracting for a higher level of trust and practicing conversational intelligence is the key outcome of a team coaching process.
Neil specialises in shifting teams—especially the difficult ones for whom all hope seems lost!—to higher levels of performance through greater trust and psychological safety. He achieves this by taking the team on a no-nonsense team coaching journey. Team members get to see themselves as creators of the experience they are having—and often complaining about. They learn to take the high road of being self-aware, empowered and responsible for every action instead of the low road of blame, gossip and politics.
High performance is the inevitable result.
What are your team coaching needs?
The Essence of Team Performance
THE ESSENCE of team performance is truthful and skilful conversation, platformed on individual and collective self-awareness. Truthful conversation can happen when it is safe to do so. That safety seldom happens spontaneously. Most often, it needs to be contracted for between team members. Contracting for a higher level of trust and practicing conversational intelligence is the key outcome of a team coaching process.
Neil specialises in shifting teams—especially the difficult ones for whom all hope seems lost!—to higher levels of performance through greater trust and psychological safety. He achieves this by taking the team on a no-nonsense team coaching journey. Team members get to see themselves as creators of the experience they are having—and often complaining about. They learn to take the high road of being self-aware, empowered and responsible for every action instead of the low road of blame, gossip and politics.
High performance is the inevitable result.
What are your team coaching needs?
The Essence of Team Performance
THE ESSENCE of team performance is truthful and skilful conversation, platformed on individual and collective self-awareness. Truthful conversation can happen when it is safe to do so. That safety seldom happens spontaneously. Most often, it needs to be contracted for between team members. Contracting for a higher level of trust and practicing conversational intelligence is the key outcome of a team coaching process.
Neil specialises in shifting teams—especially the difficult ones for whom all hope seems lost!—to higher levels of performance through greater trust and psychological safety. He achieves this by taking the team on a no-nonsense team coaching journey. Team members get to see themselves as creators of the experience they are having—and often complaining about. They learn to take the high road of being self-aware, empowered and responsible for every action instead of the low road of blame, gossip and politics.
High performance is the inevitable result.
What are your team coaching needs?
Team Coaching Programs
You can have a picnic, or you can build a house. Those are the choices available to you.
The Team Alignment Day is a one-day team build that is perfectly appropriate if you have a well-functioning team and you want to introduce a new leader or new team members, or if you want to reward people for good performance by adding that next little step forward in their development. It’s more meaningful than, say, an actual picnic or rope-climbing.
If you want to do more heavy lifting, or build something more permanent and lasting, then consider the integrated Team Performance Process. It is designed for a senior team that has major issues or is serious about achieving high performance. And, just like a house, you kind of have to build it all, you can’t really leave out bits.
Find out more about both options in the toggles below.
TEAM ALIGNMENT PROCESS | For a light team performance intervention, such as a team-build-with-a-purpose, or to embed a new leader or members, engage the one-day Team Alignment Process. It is designed specifically to kick-start a team’s journey to high performance. It might also be used to reward people for good performance by adding that next little step forward in their development.
The program uses the enneagram, a model of personality types, to facilitate understanding of self and others as well as Tuckman’s Team Stages model to determine where the team is at on the journey to high performance. Each person would complete two separate online questionnaires—an enneagram and a team stages questionnaire—beforehand. Each person would receive their enneagram results, including a confidential report, as part of the workshop. In addition, the team will receive and reflect on its Team Stages outcome and dialogue what is needed to take the next step. A third layer would be learning and practicing a neuroscience-based communication model that is designed to increase trust between leader and team and between team members. The day ends with individual acknowledgements.
Elements of the longer Team Development Process may be added, for example, individual enneagram debriefs, follow-up individual coaching sessions, follow-up half-day team sessions.
The outcomes of this one-day process are:
+ Clearly understand personality style differences and how to work with those;
+ Define where the current team is, relative to a high-performing team;
+ Clarify, agree and commit to the individual and collective shifts needed to advance team performance;
+ Kick-start the competence to have trust-invoking collaborative conversations.
This program is useful for:
+ Team-build programs to reward or ignite energy in a team;
+ Accelerating the integration of a new leader or team members;
+ Settling a project team as quickly as possible.
TEAM PERFORMANCE PROCESS | Just as you wouldn’t move a houseful of furniture with a light pickup, so you should not expect to resolve major team issues in a single day. A rule of thumb is that if there is “stuff” to unpack, you need a day to do that. Then you need a separate day to put the pieces back together again in a way that people can leave feeling empowered and inspired. The Team Performance Process is designed to do this heavy lifting.
Transformation seldom happens as the result of a single intervention. The Team Performance Process pivots around a two-day offsite workshop and includes various contact points between coach and team members, both before and after the workshop. These contact points are (beforehand) to develop trust and put the issues on the table in a safe context, and (afterwards) to connect the dots between what was learned, discovered and contracted for in the workshop and what is happening on the ground three weeks later. Without these additional elements, the value of the two-day workshop is diluted or even entirely lost.
Follow-up half-day integration sessions involving further real-play exercises may be needed to embed the learning.
The outcomes of the two-day offsite are:
+ A clear understanding of working style differences and how to leverage those;
+ A clear picture of what a high-performing team looks like, where the current team is, and what is needed for it to get there;
+ Unpack any and all issues the team is having and deal with them, or map a path to deal with them;
+ Create a container for trust and psychological safety;
+ Map a strategic path for the team and/or business (if relevant);
+ Commit to individual and team actions to achieve high performance.
This process is relevant for:
+ Executive-level teams;
+ When the issues are complex and/or strategic and need some unpacking;
+ If there is a high degree of change and complexity;
+ When high levels of conflict and/or other forms of dysfunction keep surfacing within the team.
VIDEO | Honesty is the Key to Team Performance
Watch this presentation about trust-invoking conversations and how honesty is the best policy when it comes to team performance.
“If you want to raise the energy and performance within a team, don’t make them climb ropes, get them to be honest about what’s really going on for them.”
Team Coaching Programs
You can have a picnic, or you can build a house. Those are the choices available to you.
The Team Alignment Day is a one-day team build that is perfectly appropriate if you have a well-functioning team and you want to introduce a new leader or new team members, or if you want to reward people for good performance by adding that next little step forward in their development. It’s more meaningful than, say, an actual picnic or rope-climbing.
If you want to do more heavy lifting, or build something more permanent and lasting, then consider the integrated Team Performance Process. It is designed for a senior team that has major issues or is serious about achieving high performance. And, just like a house, you kind of have to build it all, you can’t really leave out bits.
Find out more about both options in the toggles below.
TEAM ALIGNMENT PROCESS | For a light team performance intervention, such as a team-build-with-a-purpose, or to embed a new leader or members, engage the one-day Team Alignment Process. It is designed specifically to kick-start a team’s journey to high performance. It might also be used to reward people for good performance by adding that next little step forward in their development.
The program uses the enneagram, a model of personality types, to facilitate understanding of self and others as well as Tuckman’s Team Stages model to determine where the team is at on the journey to high performance. Each person would complete two separate online questionnaires—an enneagram and a team stages questionnaire—beforehand. Each person would receive their enneagram results, including a confidential report, as part of the workshop. In addition, the team will receive and reflect on its Team Stages outcome and dialogue what is needed to take the next step. A third layer would be learning and practicing a neuroscience-based communication model that is designed to increase trust between leader and team and between team members. The day ends with individual acknowledgements.
Elements of the longer Team Development Process may be added, for example, individual enneagram debriefs, follow-up individual coaching sessions, follow-up half-day team sessions.
The outcomes of this one-day process are:
+ Clearly understand personality style differences and how to work with those;
+ Define where the current team is, relative to a high-performing team;
+ Clarify, agree and commit to the individual and collective shifts needed to advance team performance;
+ Kick-start the competence to have trust-invoking collaborative conversations.
This program is useful for:
+ Team-build programs to reward or ignite energy in a team;
+ Accelerating the integration of a new leader or team members;
+ Settling a project team as quickly as possible.
TEAM PERFORMANCE PROCESS | Just as you wouldn’t move a houseful of furniture with a light pickup, so you should not expect to resolve major team issues in a single day. A rule of thumb is that if there is “stuff” to unpack, you need a day to do that. Then you need a separate day to put the pieces back together again in a way that people can leave feeling empowered and inspired. The Team Performance Process is designed to do this heavy lifting.
Transformation seldom happens as the result of a single intervention. The Team Performance Process pivots around a two-day offsite workshop and includes various contact points between coach and team members, both before and after the workshop. These contact points are (beforehand) to develop trust and put the issues on the table in a safe context, and (afterwards) to connect the dots between what was learned, discovered and contracted for in the workshop and what is happening on the ground three weeks later. Without these additional elements, the value of the two-day workshop is diluted or even entirely lost.
Follow-up half-day integration sessions involving further real-play exercises may be needed to embed the learning.
The outcomes of the two-day offsite are:
+ A clear understanding of working style differences and how to leverage those;
+ A clear picture of what a high-performing team looks like, where the current team is, and what is needed for it to get there;
+ Unpack any and all issues the team is having and deal with them, or map a path to deal with them;
+ Create a container for trust and psychological safety;
+ Map a strategic path for the team and/or business (if relevant);
+ Commit to individual and team actions to achieve high performance.
This process is relevant for:
+ Executive-level teams;
+ When the issues are complex and/or strategic and need some unpacking;
+ If there is a high degree of change and complexity;
+ When high levels of conflict and/or other forms of dysfunction keep surfacing within the team.
VIDEO | Honesty is the Key to Team Performance
Watch this presentation about trust-invoking conversations and how honesty is the best policy when it comes to team performance.
“If you want to raise the energy and performance within a team, don’t make them climb ropes, get them to be honest about what’s really going on for them.”
Team Coaching Programs
You can have a picnic, or you can build a house. Those are the choices available to you.
The Team Alignment Day is a one-day team build that is perfectly appropriate if you have a well-functioning team and you want to introduce a new leader or new team members, or if you want to reward people for good performance by adding that next little step forward in their development. It’s more meaningful than, say, an actual picnic or rope-climbing.
If you want to do more heavy lifting, or build something more permanent and lasting, then consider the integrated Team Performance Process. It is designed for a senior team that has major issues or is serious about achieving high performance. And, just like a house, you kind of have to build it all, you can’t really leave out bits.
Find out more about both options in the toggles below.
TEAM ALIGNMENT PROCESS | For a light team performance intervention, such as a team-build-with-a-purpose, or to embed a new leader or members, engage the one-day Team Alignment Process. It is designed specifically to kick-start a team’s journey to high performance. It might also be used to reward people for good performance by adding that next little step forward in their development.
The program uses the enneagram, a model of personality types, to facilitate understanding of self and others as well as Tuckman’s Team Stages model to determine where the team is at on the journey to high performance. Each person would complete two separate online questionnaires—an enneagram and a team stages questionnaire—beforehand. Each person would receive their enneagram results, including a confidential report, as part of the workshop. In addition, the team will receive and reflect on its Team Stages outcome and dialogue what is needed to take the next step. A third layer would be learning and practicing a neuroscience-based communication model that is designed to increase trust between leader and team and between team members. The day ends with individual acknowledgements.
Elements of the longer Team Development Process may be added, for example, individual enneagram debriefs, follow-up individual coaching sessions, follow-up half-day team sessions.
The outcomes of this one-day process are:
+ Clearly understand personality style differences and how to work with those;
+ Define where the current team is, relative to a high-performing team;
+ Clarify, agree and commit to the individual and collective shifts needed to advance team performance;
+ Kick-start the competence to have trust-invoking collaborative conversations.
This program is useful for:
+ Team-build programs to reward or ignite energy in a team;
+ Accelerating the integration of a new leader or team members;
+ Settling a project team as quickly as possible.
TEAM PERFORMANCE PROCESS | Just as you wouldn’t move a houseful of furniture with a light pickup, so you should not expect to resolve major team issues in a single day. A rule of thumb is that if there is “stuff” to unpack, you need a day to do that. Then you need a separate day to put the pieces back together again in a way that people can leave feeling empowered and inspired. The Team Performance Process is designed to do this heavy lifting.
Transformation seldom happens as the result of a single intervention. The Team Performance Process pivots around a two-day offsite workshop and includes various contact points between coach and team members, both before and after the workshop. These contact points are (beforehand) to develop trust and put the issues on the table in a safe context, and (afterwards) to connect the dots between what was learned, discovered and contracted for in the workshop and what is happening on the ground three weeks later. Without these additional elements, the value of the two-day workshop is diluted or even entirely lost.
Follow-up half-day integration sessions involving further real-play exercises may be needed to embed the learning.
The outcomes of the two-day offsite are:
+ A clear understanding of working style differences and how to leverage those;
+ A clear picture of what a high-performing team looks like, where the current team is, and what is needed for it to get there;
+ Unpack any and all issues the team is having and deal with them, or map a path to deal with them;
+ Create a container for trust and psychological safety;
+ Map a strategic path for the team and/or business (if relevant);
+ Commit to individual and team actions to achieve high performance.
This process is relevant for:
+ Executive-level teams;
+ When the issues are complex and/or strategic and need some unpacking;
+ If there is a high degree of change and complexity;
+ When high levels of conflict and/or other forms of dysfunction keep surfacing within the team.
VIDEO | Honesty is the Key to Team Performance
Watch this presentation about trust-invoking conversations and how honesty is the best policy when it comes to team performance.
“If you want to raise the energy and performance within a team, don’t make them climb ropes, get them to be honest about what’s really going on for them.”
How safe is it safe to speak up in your team?
How safe is it safe to speak up in your team?
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