As Team Coaches we are often asked about what we see in terms of emerging trends in team coaching, especially over the last 18 months when there have been so many changes in how teams work. These changes, although at times negative and challenging, represent amazing opportunities for team coaching. As teams started to transition
To succeed in the future, organisations need to influence not only how people work, but also how they work together… Teams are the building blocks of organisations. Teams have the potential to be more innovative, to find the best solutions, to discover mistakes faster and to make better decisions than one member operating on their own. But just because you put a bunch
Individual coaching is often described as a journey. It has a start, a middle and an end that emerge through regular sessions and the passing of time. It’s a compelling image. Team coaching is, of course, no different. It’s not uncommon for client expectations and the coach’s own performance anxiety to lead practitioners into rocky terrain
Over the next 5 years, team coaching stands to become bigger than executive coaching! Why? Because organisations are webs of teams and teams are where the work gets done. Teams almost always make better decisions than individuals and can achieve huge improvements in areas including customer experience, employee satisfaction, and operational performance. High-performing teams provide
Can looking at systems in different ways help inform the way coaches work with more fluid teams?
As featured in the May edition of Coaching at Work we explore the fourth of our Core Competencies.
Part 3 of 3; Catherine Andrews has been reporting on her journey through the virtual version of our Certificate in Team Coaching