working with teams

Mechanics vs Dynamics

Most teams I work with focus on the ‘mechanics’ – the operational stuff, the metrics, the many tasks they need to get done. Understandable and necessary, but only half the story.

Running the show – like the operating system underneath the app – are the ‘dynamics’ – how we do what we do. Teams don’t often have their eye on this, and if they do, they don’t necessarily know what to do about it. After all, it’s hard to have any objectivity when we’re inside the relationship.

That’s where I come in.

As your team coach, I hold a mirror up to these dynamics. I enable you to become more aware of what is happening between you, without judgement. It might be the ‘roles’ you are playing; the patterns of communication; how you handle different opinions or differences in personality; how your team makes decisions (or doesn’t!). And also your many strengths as a team that you may not be aware of and aren’t currently leveraging.

All of this is normal – many teams struggle with similar challenges. Increasing your collective relational intelligence helps you become more aware of how the team is operating, and together, decide what you want to do about it.

  • hands copy
  • purple ring-01
  • pale
  • orange

Running the show – like the operating system underneath the app – are the ‘dynamics’ – how we do what we do.  Teams don’t often have their eye on this, and if they do, they don’t necessarily know what to do about it. After all, it’s hard to have any objectivity when we’re inside the relationship.

That’s where I come in.  

As your team coach, I hold a mirror up to these dynamics.  I enable you to become more aware of what is happening between you, without judgement. It might be the ‘roles’ you are playing; the patterns of communication; how you handle different opinions or differences in personality; how your team makes decisions (or doesn’t!). And also your many strengths as a team that you may not be aware of and aren’t currently leveraging.

All of this is normal – many teams struggle with similar challenges. Increasing your collective relational intelligence helps you become more aware of how the team is operating, and together, decide what you want to do about it. This is what will give you the edge when it comes to productivity and effectiveness.

The quality of our relationships determines the quality of our lives.

Esther Perel 

How we work together

  • pink ring-01
  • orange
  • rose-01
  • violet-01

I usually work with teams for 6 sessions or so over 4 – 6 months. The team picks its own outcomes according to individual and organisational needs. In this way, team members realise that a coaching programme like this is not an imposed ‘download’ but an opportunity for the team to take autonomous control of its future. I then design a series of sessions based on the outcomes identified.

Outcomes may be any of the following:

  • Deeper levels of trust and positivity
  • More open and effective communication (whether face to face or working remotely)
  • Constructive handling of conflict with each other
  • The creation of a values-based culture and how those behaviours are demonstrated day to day
  • Handling change effectively together
  • An inspiring shared purpose
  • Clearly defined roles and responsibilities
  • Increased empathy and understanding for each others’ agendas and priorities
  • True appreciation of one another’s strengths and qualities
  • A strong sense of team identity and ‘oneness’

Before the team coaching begins…

Before the first session, I usually carry out a diagnostic – one to one conversations or surveys or both – with each team member to take a snapshot of where the team is currently at.

These themes are (anonymously) shared in the first session, and then the team’s outcomes are explored, defined and set.  The team begins the coaching already more aware of its strengths and challenges and what it wants to get out of this work.

the delivery...

I then lead you through a series of experiential, fun, and sometimes challenging exercises to investigate those outcomes. 

This input is a purposeful blend of coaching and training so that your team is both educated in the robust theory that the experiential exercises are grounded in, and fully aware of how to practically apply it. I make sure this facilitation is dynamic, thoughtful and rigorous to keep everyone engaged and energised.

Concrete actions are created at the end of each session and reviewed at the next. You as individuals start to hold each other to account; the team becomes ‘response-able’ and more able to self-regulate. The team decides what it wants to do to reach its goals and owns the process of getting there.

Systemic coaching is more than team-building; it is change at a fundamental, relational level that can be both transformational and sustainable. Both self and system has shifted. The team finishes the coaching programme revived, united, upskilled and committed to future action.

I can do things you cannot,

you can do things I cannot;

together we can do great things.

mother Theresa