Teams that are healthy have a collaborative advantage because they have so much more energy to spend on the actual work. —Patrick Lencioni
Systemic team coaching starts with a simple premise: Today’s business goals cannot be met by any one person alone. Collaboration is how we accomplish the great things we cannot achieve on our own. The time we spend collaborating with others has more than doubled in the past two decades. In fact, 91 percent of leaders surveyed about the state of teams by the Center for Creative Leadership consider teams “central to organizational success.”
We know coaching works for individuals—but if the team is the crucial unit in which organizations create their true value, why not coach the entire team system? And what could this look like?
The team is a system—living in an organizational context that’s also a system. Systems thinking has demonstrated the power of not just looking at elements of systems, but also at the relationships and interactions between them.
Teams that want to become more than the sum of their parts need to do just that: Look at themselves, their interactions with one another, and their interactions with their organizational context—often through the advocacy and leadership of their team leader.
When we engage in systemic team coaching, we coach all members of the team, individually as well as in group settings. In individual coaching, we work at the intersection of what the person wants to learn, along with what would make him/her a more effective and collaborative team member. In team settings, we observe live group dynamics and reflect them back to the group for greater awareness of interpersonal patterns that are working well or hindering the team....
This content is available to IABC members only. To continue reading, log in below.