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Team Development Coaching

Effective team development coaching is essential for any business looking to unlock the full potential of their employees. At our team at Connolly & Associates, we believe that leveraging your staff performance is the single most under-utilised asset in your possession. That’s why we offer comprehensive team development coaching services designed to help you build and maintain a high-performing team. Our experienced coaches will work with you to identify areas of improvement, address challenges, and develop customised strategies to optimise your team’s performance and productivity. With our team development coaching, you can take your business to the next level and achieve greater success than ever before.

Got a question about your business?

Call us now for free advice.

Team Development Coaching

Effective team development coaching is essential for any business looking to unlock the full potential of their employees. At our team at Connolly & Associates, we believe that leveraging your staff performance is the single most under-utilised asset in your possession. That’s why we offer comprehensive team development coaching services designed to help you build and maintain a high-performing team. Our experienced coaches will work with you to identify areas of improvement, address challenges, and develop customised strategies to optimise your team’s performance and productivity. With our team development coaching, you can take your business to the next level and achieve greater success than ever before.

Got a question about your business?

Call us for free advice now.

Who needs team development coaching?

Whether you are a small business owner, a manager of a large corporation, or simply someone who wants to improve their team’s performance, team development coaching can help. It’s a great option for those who want to enhance communication, collaboration, and productivity within their team, and for those who want to develop the skills necessary to lead and motivate their team to success.

Diverse group of people working together towards a common goal

What is team development coaching?

Team development coaching is a process that involves working with a coach to improve the performance of a team. It typically involves identifying areas where the team can improve, setting goals and objectives, and developing strategies to achieve those goals. This can include improving communication, developing leadership skills, and building a culture of trust and accountability within the team.

Coach guiding a team through team development process

Why does my business need team development coaching?

As a business owner or manager, you want your team to perform at their best. However, this can be difficult without the right tools and strategies in place. Team development coaching can help you identify the areas where your team can improve and develop a plan to achieve your goals. This can lead to better collaboration, increased productivity, and a stronger bottom line for your business.

Successful team celebrating success after team development coaching

How does team development coaching work?

Team development coaching typically involves a series of meetings or workshops, where the coach works with the team to identify areas for improvement, set goals and objectives, and develop strategies to achieve those goals. The coach will typically use a variety of tools and techniques to help the team improve their communication, leadership, and problem-solving skills.

Coach working with team during team development coaching session

When to use team development coaching?

Team development coaching can be used in a variety of situations, including when a team is struggling to work together effectively, when a team is experiencing conflict or communication breakdowns, or when a team is facing a significant challenge or change. It can also be used proactively, to help a team reach their full potential and achieve even greater success.

Team experiencing conflict or lack of cohesion

How team development coaching can help your business

Team development coaching can help your business in a variety of ways, including improving collaboration and communication within your team, developing leadership skills, and creating a culture of trust and accountability. This can lead to increased productivity, better problem-solving skills, and a stronger bottom line for your business. In addition, team development coaching can help you attract and retain top talent, and position your business for long-term success.

Staff Performance / Optimising Team Empowerment

Note the title is limited to Staff Performance whereas a broader examination of Staff would involve engagement, induction and orientation processes, where the real journey begins.

So let’s assume your team is set and you want to optimise their performance.

Examine how you go about the following key factors:

  • The business PURPOSE.
    Simon Sinek suggests people are inclined to act in harmony when they get your purpose and it fits with what they expect (or theirs).
  • Your business values.
  • Your leadership style.
  • Are the rules of the organisation simple, clear and consistent?
  • Are the roles and productivity requirements clear?
  • Is the work environment pleasant and safe?
  • Problems are dealt with swiftly.
  • Good performance is recognised.

The working environment generally works above the ‘OARBED’ line.

OPTIMISATION OF STAFF PERFORMANCE

Staff Management

Effective performance management and development is grounded in clearly articulated principles and is the basis of staff supervision. These include the need for:

  • Regular supervision and consultation of the required productivity.
  • A balanced approach ensuring accountability, support and skill development
  • Mutuality, both worker and manager need the opportunity to offer their assessment of how the work is progressing. Where there are barriers, strategies are agreed on to assist the worker achieve the desired goals
  • Cooperation based on mutual respect and agreed processes
  • Clarity about performance expectations and criteria for assessment
  • Commitment to conduct the process in a supportive and constructive manner.

Managers are responsible for ensuring all staff members have effective supervision and support where they are assisted to identify any barriers to effective performance and develop strategies to manage these issues. The purpose of supervision is to:

  • Ensure that work is being performed at the required standard of productivity
  • Improve job performance
  • Improve the employees’ job satisfaction
  • Develop the employees’ capabilities.

To achieve this, the process needs to ensure staff are held accountable for the outcomes of their position (as per their work plan) but also have access to personal support, skill development and opportunities to take on greater responsibilities.

Assessment and Feedback

Feedback should be commensurate with the need for change. Seriously good or bad performance needs urgent acknowledgment and re-action.

Otherwise the appraisal of performance should be at the end of significant projects or at least 6 monthly. The reason being that you should be introducing goals and discussing their achievement or actions required to bring about their fulfilment.

It is critical the appraisal process is documented and all parties get the opportunity to communicate their position and agreement or disagreement.

Professional Development

It is essential to provide opportunities for professional development. Professional development opportunities can take place as part of staff meetings, in-house training, online courses, attendance at seminars and conferences, continuing education courses and formal tertiary level programs. These needs should be determined and agreed upon annually, as part of the Performance Review. However, there needs to be sufficient flexibility to consider unexpected opportunities as they arise.

Development of soft skills is a critical inclusion in attainment of the personal growth of your team. Eg Public Speaking, Emotional Intelligence etc

An adequate fund for professional development needs to be a discrete component of the organisations’ annual budget.

Rewarding Good Performance

The easiest part of rewarding good performance is recognition although ‘old school’ management tended to focus more of responding to poor performance.

Presentation of small gifts like wine, or movie tickets, travel vouchers etc can involve small expenditures with very positive pay back.

If appropriate cash bonuses can also work so long as they are geared to productivity outcomes.
The usual period of application is a quarter because the payment must be connectable to the performance and any longer and the benefit diminishes.

Today’s business practices are seeing more rewards in the area of flexible working times and locations (from home). The secret of success is simply the acknowledgement of the employee’s contribution being superior.

The Red/ Amber/Green Light system.

Addressing poor performance is challenging, however the ‘light system’ enables you to emulate outstanding business leader’s philosophy of consistency.

In my time in business I have seen only a handful of outstanding people managers. I have worked out they are great because they set standards and when staff behave within the required standards everything is great, but if someone crossed the line – all hell broke loose. Team members knew this and guess what – chose not to cross the line.

The beauty of the ‘light system’ is that it enables self- assessment.

You define the productivity requirements of each role and when the staff member achieves that standard they get ‘the green light’. If they don’t achieve it, they get an amber light, or red in very serious shortfalls. With an amber light the manager discusses the circumstances and offers whatever assistance the staff member needs to get back to Green. If the staff member gets 3 amber lights they get a red light. All parties know that 3 red lights will result in termination.

This system relies upon setting the right standards or KPI’s – in this case productivity. There is no point in setting the bar too high or too low. The bar should be set at the level a normal person would achieve 90% of the time.

Communication

None of the above works without effective communication.

Watch out for seagull management (Google it if unsure)

Make sure there are times your door is always open for any matter staff consider important.

Hold a think tank occasionally where it is a free for all about throwing ideas around! Pick any subject and you will be surprised what can come out of it. Here is a couple of worthy subjects

  • What can we do better?
  • How can we provide better service to our clients?
  • What would make working here better fun?
  • ..there’s many more but the sheer benefit of greater team member ownership is palpable once done properly.

Managing your greatest resource can take time and be challenging but follow the above steps and the rewards are breathtaking.

Have a question?

Get in touch with us by filling out the form below with your enquiry details. We will aim to get back to you within 1–2 business days.