Author: Arunvignesh Ramakrishnan

The Dynamics of Team Coaching

Coaching an individual varies largely from the process of coaching a team. What is a team? It comprises more than one person, and they collaborate to work. Thus, the coaching also needs to have a distinct approach. Nevertheless, the essence is the same; the approach and the skills play the distinguishing part.

What is team coaching?

One-on-one coaching focus on a single person, while working with a team needs looking after more than one factor. When you are coaching the team, you cannot focus on one aspect. You need to analyse first the dynamics of the team and the comprising elements. The way you coach them will bring on further opportunities to excel beyond their existing capacities. 

Coaching concerns

Unlike individual coaching, when you deal with a team, you always look for an overall result. A good coach uses the team to build a better bonding and understand the overall factors in concern. Focusing on individual needs leads to resource wastage in these cases. Instead, use your experience and practical outlook to manage the team essentialities while coaching. 

Focusing factors

It gets tricky when you sit to jot down the factors to focus on while team coaching. It takes up combined effort to facilitate team learning as each one plays a part. Gain better insights and alter the ways depending on the goals. There is no single rule to stick to as the dynamics are changing practically. However, the critical factor to focus on always lies in the overall growth and improvement. There are a few things I would like you to consider when coaching teams.

  • Unpredictability concerns

Team dynamics are not predictable. Every individual act distinctly, and that is the essence of team building. Everyone has something different to offer and a varied capacity. Identify that and implementing ways to put that into yielding a productive outcome. Be comfortable in dealing with ambiguities and direct yourself in the right direction. 

  • Boundary making

Setting a boundary at a one-to-one level is more effortless. With a team, you require a distinct approach. You get to explore more than one aspect while dealing with a group and agree to terms with that. Focus on gaining ground at three levels –

  1. Individually
  2. As a whole
  3. Organizationally
  • Consider long term

Expecting an immediate result with team coaching is unwise. It is easier when considered from an individual level. But with multiple factors playing a part, it is harder to reach a concrete goal at once with a team. Do not put too much pressure, instead be determined and patient. Introduce newer ideas and let them flourish with time so you can gain an impacting outcome. 

Ways to provide coaching at your organisation

Functioning as a coaching leader at your organisation takes a mindful approach. When you coach a group, the coaching conversation needs to be careful. It should not exhibit a judgmental or pressuring atmosphere as it will act reverse. 

  • Clarify first: Be clear about the performance and your aim. When a team gains insight, it is easier to act rightly in accordance. For this, clarifying what you wish to achieve gets an effective outcome. 
  • Developing rightly: Developing through discussion is a productive way to look at the coaching. It successfully avoids difficulties while operating. Share and influence to coach them right. Do not hesitate in cases of ambiguity, instead asses the situations to drive them right. 
  • Understand better: The critical step is to understand the team and then set the boundaries. Proper analysis on your part saves a lot of effort in the actual process. Organisational demands are constant but pressurising is not the solution. Instead, encourage productive collaboration to extract the best from the team members.  

Wrapping up

Achieving fast does not always mean gaining rights. Instead, work slowly but steadily towards accomplishing the overall goal. Remember the three key steps:

  • Introduce: Give room for a fresh perspective to find newer solutions. 
  • Break: Alter the ways to refresh the usual way of thinking and acting.
  • Share: Providing a glimpse of your struggles makes the team identify with your more. 

I have shared my views based on my experience. What has worked for you? What did not work for you? I would love to hear your perspectives.

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