How can coaching help yours and your team’s performance?

Goal post  TungphotoClear goals – shared goals for the organisation and the team (in business this can include bought in services as part of your team, or as an employee in a team – department, project, etc – what your objective is and your steps to get there.

 

People – everyone is an individual with different needs to fulfil in their lives, values to uphold and skills to share, and their unique experiences to bring to the table (for good or bad!).

A good leader recognises this and manages it – or gets someone to manage it.   To celebrate the achievements of one or all, to acknowledge good work individually in supervisions, to find solutions to problems individually or collectively – discussion, asking the question, looking at options and barriers maybe.

Making relationships run smoothly and understanding each other and their role/tasks/individual objectives and specific skills.

team upward arrow
Communication processes – keeping communication lines open even with disputes, making sure everyone knows everything (as far as possible) – not assuming because someone isn’t directly involved in a step they only know part of the plan!

This is key to good team work – knowing everyones part, all the tasks, sharing ideas, sharing the workload if someone goes off needs this communication.
Feedback on progress and issues – positive/negative/positive  is the preferred/promoted model of offering employees (read ‘anyone’) feedback.   Feedback v criticism, constructive criticism, complaints or comments – however worded, feedback is important to everyone on a team for achievement of objectives for the team, for personal fulfillment and growth, for development and improvements and efficiency in the tasks, the job, in life!   Make it helpful, useful and honest but tactful and care-ful too!
Avoid stress or burnout – most projects are not planned with ‘space and time’ to run over or account for unexpected events like sickness, accidents or environmental changes impacting on this (although risk assessments should be carried out in all work projects).   But setting too tight a timescale or limited resources is just never going to meet the objectives really!

And if people are stressed – mistakes are made (snapping at others, missing a key point, shortcuts on actions and communication, and potentially sickness absence leading to more stress and strain on the rest of the team!)

healthy unfit

Coaching helps with:

  • Coaching helps by identifying your clear goals as well as the team’s goals! Each individual will have personal goals alongside the company goals (of making profit, selling, marketing, developing, sharing, image etc) and distinguishing these and how you personally can make that work for you!
  •  The project itself will have one or more specific goals – an action plan (step by step including Prince 2 level of planning) and a team who have the right skills and knowledge required (managing resources).  Who can do what?  Although not brought in for a certain task people often can input in different ways too e.g. ideas, insights, overviews, summarising as well as their practical or specific skills they were chosen for.  Identify them. Use them!  They will feel fulfilled and involved, valued and ‘useful’.

Needs Values Goal

  • Successes happen as do mistakes and oversights in any situation.  That’s how we learn!  So even if you don’t make them or witness them, someone has and does!  And they bring that experience to the team work.   Celebrate progress and successes, reward the team – if possible, individual rewards through shared rewards e.g. meal out to let off steam, relax – ice cream treat or starter treat depending on what they want, whilst they pay for their main meal perhaps, or sweets & chocolate, health bars & veggie options too! Individual whilst sharing means just that!  An individual success can be acknowledged but is also a win for the team too!
  • Manage the team image internally as well as externally.  What do the people in the team believe about their team/project?  Are they proud to be part of it or not? Why/Why not?

Hope Opp Choice Mine

  • Develop the individuals in the team individually!  Their skills and resources or experience, confidence, etc – ask them what else they can do, what do they think and feel about the project/team /progress.    Share your ideas and insights but listen to them as well.   Be honest, be genuine, be realistic – people will see through it whether you believe it or not, or they do!

We should all grow from each experience we have and especially ‘events’ like projects.