COACHING FOR RESULTS-ORIENTED EXECUTIVE TEAMS
RLCole Consulting has developed a unique coaching process for
Executive Teams that is designed to improve the business results of
your team. Because each Executive Team has its own unique issues, this process is custom designed rather than “off-the-shelf.”
While executive coaching is typically targeted at individual leaders,
this coaching process targets the entire team and works with the team over time. This is different from what we typically think of as team building where the team goes offsite for two to three days to work on its team dynamics.
The Executive Coach is present during executive meetings and serves as an observer, coach, and provider of feedback on how the team performed during the meeting and what it could have done differently to be more effective, efficient, and productive. This is not training.
The duration of the team coaching process is dependent on the
frequency of the executive team meetings, but typically starts at six
The ultimate goal of executive team coaching is to move your team to a higher level of effectiveness in the areas of meeting management, decision making and problem solving while at the same time building a strong foundation for the further development of trust and commitment on the part of each member. Specific issues and opportunities will arise and can be worked in as part of the coaching process
Our Executive Team Coaching process is designed to enhance your team’s ability to work well together toward the accomplishment of common goals and objectives—and drive results. Your coach will help the team better understand how it is currently working; uncover ways to work together more effectively; and improve interpersonal and team skills such as communication, decision making, problem solving, conflict management, meeting management, etc.
Most engagements include an upfront assessment of the team to establish a baseline from which to work. This usually includes interviews with each Executive team member to assess his/her perceptions and opinions about the strengths of the team and areas that need development/improvement. In addition, sometimes an anonymous survey to assess the current level of team performance is administered. The results of the interview and survey are analyzed and presented to the team and objectives are established. Other assessments may be administered throughout the process as needed that measure leadership style, personality type, communication style, conflict resolution strategies and approach toward team leadership.
The feature of this coaching that most differentiates it from the traditional team development processes is that the team is observed doing its real work in its real work environment—no games, no canned exercises. The coach is a “fly on the wall” much of the time, observing the team at work. At the end of each team meeting, there will be a debrief by the coach which will include his observations, insights, and any recommendations he may have. The team is encouraged to try out different ways of operating and behaving based upon the coach’s observations and recommendations.
What are the benefits to your Executive Team?
Clearer understanding of the team’s purpose and role in the organization
Better understanding of the strengths and weaknesses of the team
Alignment of team members around a common purpose
Better understanding of each member’s role on the team
A common language of teamwork and problem solving
Enhanced teamwork, communication, decision making, and problem solving
Greater appreciation of differences among team members