Team coaching is the art of coaching each executive team as a specific ensemble or as an original and totally coherent "whole". Executive team coaching is therefore not equivalent to the individual coaching of each executive team member in a group setting. A "systemic" team coaching approach is centered on the executive team as an original, inseparable or undissociable "unit" whose performance and results totally depend on the systemic interactive operational responsibility of all of its members functioning as an executive unit.
The objective of a team coaching process is to develop the executive team in its capacity to lead by collectively by focusing on multiplying their and their organization's operational measurable results. This results-oriented coaching focus will help improve executive team interfaces and that strategy will in turn be instrumental in developing each executive team member, personally and professionally.
Systemic team coaching therefore helps the executive team focus on achieving extraordinary breakthrough performance in a determined time frame and as measured by predefined and measurable criteria.
When first implemented within an executive team, systemic team coaching helps prepare and launch a company-wide cultural transformation which subsequently allows all other management level focus on achieving exceptional performance in quality, growth and profitability.
Consequently, systemic executive team coaching is primarily focused on achieving breakthrough performance results as measured by precise operational indicators. Executive team coaching is therefore resolutely different and complementary to more classical "team building" approaches that are generally more focused on improving team member relationships or on developing collective motivation.
How it works?
A systemic executive team coaching contract often begins with an in-depth full-day team "diagnosis" focused on elaborating a shared executive team self-evaluation.
This allows:
- Each of the executive team members to better position themselves and their roles and functions within the team as a performance system.
- The executive team as such to make a complete professional inventory of its collective potentials (strengths and challenges) representing the nucleus of the organization and its D.N.A. (its active system culture).
- The executive team to define collective coaching goals and contractualize its main development focus.
- This “just in time” systemic diagnosis process helps each leader and the executive team as a unit “own” their issues and objectives and re-align their collective strategy. The executive team can then co-define the transformation and organization growth process they plan to implement.
The systemic diagnostic work is clearly meant to position the executive team as the main "breakthrough" vehicle for developing future organizational performance.
The subsequent executive team coaching process takes place during the "supervision" or mentoring of occasional real executive team meetings (every two or three executive team meeting over a determined lapse of time).
This executive team coaching process permits it to:
- Learn and practice collective and strategic means to develop interfacing competencies as a powerful executive team or “leadership system”.
- Make the executive decisions and implement executive team actions that will ensure its mission’s success and transform organization business results.
The executive team coaching process actually consists of “coached” executive team meetings that allow the leadership system to:
- Monitor their executive decision-making and implementing competency, measure progress, adjust objectives and reallocate means,
- Develop and practice new and more efficient systemic methodologies to ensure their organization's growth and effectiveness.
DURATION: 3 days program and flexible meetings supervisions