3 Reasons Why Team Coaching Can Make Your Company a Great Place to Work

by Sonia Brown (United Kingdom)

Have you ever wondered what it takes to make a company a great place to work?  Effective teams.

With a strong narrative around creating more inclusive organisations, where employees feel a true sense of ‘belonging’ leadership team coaching has never been so crucial.  Organisations are striving to create a place where employees have a true sense of allyship; contribute to the innovation, productivity and more importantly believe they have a stake in the organisation’s long term success.

This is no easy feat for a leader who has a lack of understanding and perspective regarding a wide range of interpersonal and relational issues; managing mismatched skill sets and blurred group goals.  Rather than creating a group of people who rely on each other to work for a common purpose, they are leading a fractious and disruptive group of individuals.

So why is this relevant?

Not only are organisations struggling to attract the best talent, they are grappling with the demands of climate change and sustainability; diversity, equity and inclusion; digital technology and changing consumer purchasing patterns to name a few.

An inability to lead a non-engaged team, means there must be a shift from traditional 1:1 and team coaching to a longer term focus which looks at performance improvement and problem solving skills.  A healthy company needs effective teams that contribute to their goals, productivity and profits, without damaging its brand.

Here are 3 reasons why I believe effective team coaching can make your company a great place to work.

  1. Defining your team

First and foremost, your people need to have clarity about the organisation’s mission, goals and culture.  Once understood, employees need to comprehend ‘what is a team?’ and ‘what makes an effective team?’ in line with the vision of the organisation, not some text book.

Once everyone understands what constitutes ‘their’ team, there needs to be clarity of goals which are both qualitative and quantitative.

  1. Valuing the softer side

If organisations want to remain viable and relevant, they cannot always depend on the ‘bottom line’ but building a brand that its employees, customers and stakeholders respect.

The battle for attracting and retaining talent requires a new requisite.  This is where new employees want to work for organisations who are aligned with their values and beliefs rather than ‘perks’ that don’t resonate with them.

Modern studies have shown that senior leaders and managers must understand the threats and consistently look for flexible ways for improvement. To understand what makes highly productive and innovative teams, leaders need to take into consideration and demonstrate the value of the team by recognising and respecting the diversity of:-

  • Personality traits
  • Group dynamics
  • Skill sets
  • Emotional intelligence

There is no ‘one hat fits all’ methodology for this, but it’s not rocket science.  Each team will be different based on their dynamic makeup and the management style of the individuals.

To know more got to www.nbwn.org 

Source: iCN Issue 37  (The Dynamics of Team Coaching); pages 13-14

About Sonia Brown MBE

Sonia Brown MBE is an award-winning DE&I and business owner; marketing and branding specialist; speaker on the intersection of female business, politics and leadership issues.

She is the founder of the National Black Women’s Network; Let’s Talk Business; Inspirational Women’s Super-Summit; SistaTalk; EVOLVE Business Programme; Female and BAME Business Forum and the Connected Woman Forum.

@soniatalks | www.nbwn.org