Team Coaching
Imagine a team . . .
that looked forward to working together and had unparalleled performance.
We all know when leadership teams aren’t functioning well, but it’s hard to identify how to fix them. Likewise, it can be tough to accelerate a new team’s ramp-up or cohesion from within.
HAVEN can help diagnose and implement solutions that get executive teams to results, faster. HAVEN works with your intact leadership team to create the team you want. To begin, the team is given the data to decide what needs to change, provided with the tools and platforms to attempt new behaviors in real time, and held accountable through ongoing measurement and sharing of results.
Why Team Coaching Works
- Focuses directly on your unique issues and opportunities, so no time is wasted
- Engages team in problem-solving and experimentation to increase behavioral adoption
- Brings in best-practices only when facilitative (vs. prescriptive) to achieve impact quickly
- Attends to dynamics on multiple levels and in the “here and now” to ensure hard stuff is dealt with and root causes are addressed
Our Typical Process
Conduct Assessment
Identify how things are working today with a proven discovery protocol. A simple scorecard and detailed readout help the team understand it's current state.
01
02
Identify Plans
The team agrees on focal areas they want to invest in and their desired future state. HAVEN then customizes development experiences to help get them there.
Get to Work
With coaching reinforcement, facilitated exercises, and behind-the-scenes advising, the team experiments with new behaviors and behavioral patters to work better together.
03
04
Fine Tune
A pulse-check survey is taken to assess progress. Results are shared with the team with the goals of celebrating progress and lasering in on areas requiring further effort.
Measure & End/Renew
Final pulse-check is taken for team to celebrate progress, determine impact, and commit to (any) next steps to keep team on track.
Our Typical Process
01
Conduct Assessment
Identify how things are working today with a proven discovery protocol. A simple scorecard and detailed readout help the team understand it's current state.
02
Identify Plans
The team agrees on focal areas they want to invest in and their desired future state. HAVEN then customizes development experiences to help get them there.
03
Get to Work
With coaching reinforcement, facilitated exercises, and behind-the-scenes advising, the team experiments with new behaviors and behavioral patters to work better together.
04
Fine Tune
A pulse-check survey is taken to assess progress. Results are shared with the team with the goals of celebrating progress and lasering in on areas requiring further effort.
05
Measure & End/Renew
Final pulse-check is taken for team to celebrate progress, determine impact, and commit to (any) next steps to keep team on track.
Results of Team Coaching
Increased Individual Effectiveness
Having the right people placed in optimal roles with appropriate scaffolding to excel
Improved Institutional Structure
Providing the right organizing structure with shared goals and purpose, accountability and commitment, and clear roles and responsibility
Enhanced Interpersonal Norms
Instilling the right group norms to promote productivity, agility and innovation, trust and vulnerability, and collaboration and conflict
Increased Individual Effectiveness
Having the right people placed in optimal roles with appropriate scaffolding to excel
Improved Institutional Structure
Providing the right organizing structure with shared goals and purpose, accountability and commitment, and clear roles and responsibility
Enhanced Interpersonal Norms
Instilling the right group norms to promote productivity, agility and innovation, trust and vulnerability, and collaboration and conflict
Other Team Offerings
Partnership Coaching
Is there a colleague with whom you struggle to align no matter what you do?
Over 3 months, HAVEN can help two executives strengthen their relationship to focus on pressing work objectives, together.
Team Offsites
What if your leadership offsites energized everyone instead of depleting them?
HAVEN can help plan a strategic offsite that leaves the team wanting more.
Don’t take our word for it
Success Story
Executive Team Coaching Client
Context
A team was paralyzed by mistrust and frequent conflict. They needed to stop playing the blame game and to improve real-time collaboration. Learn how HAVEN helped leaders get back on track.Learn MoreSuccess Story
Executive Team Coaching Client
Context
A new team was struggling to come together. Each worked well with the team leader but not with one another. Learn how HAVEN helped leaders to trust each other more, work more effectively together and become more productive.Learn More
FAQs
- Ensure (equal) participation. In truth, there is no value to having someone on your team if they don’t contribute. And yet, we allow this to happen all the time. Think about it. How many times do you find yourself on a team where we all let some colleagues dominate? This typical team pattern diminishes value from some and inflates the contributions of others. But if you ensure equal participation, you get the benefit of everyone’s contributions, use everyone’s time wisely and frankly, make sure that everyone is carrying their own weight.
- Support risk taking. Part of what stops us all from contributing more is that we are afraid that what we are thinking is dumb or wrong. But if your team invites continuous learning – including mistakes – as part of the growth process, you will get FAR more out of colleagues, including new innovations, with this express invitation to take risks. Bonus: you will also decrease risk of groupthink happening on your team.
- Promote connection: We all know we’re social beings. What this means, among other things, is that when we experience a sense of belonging on a team, we’re more likely to show up at our best. So, the more you can do to help people feel like they have a seat at the table, the more they will bring to the table. Sadly, the inverse is also true: without connection, our worst behaviors can crop up: we may shut down, thwart progress, or distance ourselves from the team. Taking the time to make everyone feel like they are in this together and their contributions matter is essential.
Often, those sitting around executive tables have their own teams, their own agendas, and their own anxieties. It can be hard for these leaders to come together as a team themselves.
The result: meetings become dog-and-pony shows from others, updates on less relevant matters, or inconsequential discussions followed by meaningful decisions made “offline.” In our experience, we’ve found 4 things that, when done together, help turn these dynamics around.
- Laugh: create bonding experiences and memories.
- Share: provide mechanisms to know and care for each other as whole people.
- Learn: tackle growth edges and develop common language and pattern recognition.
- Answer: solve complex issues and/or capitalize on strategic opportunities.
The only way to get more out of teams is to
invest more in them
