Team Coaching: Building Motivated & High Performing Teams
Team Coaching. Fostering Workplace Diversity. High Performance Teams
StartAnew assist you to create high performing teams by building on the strengths of everyone working together. Often leaders use ‘carrot and stick’ approaches as rewarding or punishing their teams. Sadly, we often hear stories of bullying in the workplace and its destructive effects on team cohesion resulting in absenteeism and high turnover.
Using The Extended DISC, motivational mapping, team resilience training and other facilitation tools, Team coaching focuses on boosting performance, motivation and engagement, promoting a team culture of innovation, inclusiveness, and workplace diversity
Team Coaching supports change, improves job satisfaction, develops leaders and reduces the destructive effects of bullying. An engaged, diverse and inclusive workforce, will inevitably improve the business bottom line.
Tailored Programs: 3 Ways to Assist Your Team
Our half-day, full day and ongoing Team Coaching programs are action-oriented, solution and future focused. Facilitated at every action step, your team is supported with motivational mapping tools, Extended DISC profiling and team resilience training to build performance, increase motivation and grow diversity and inclusion.
Our Team Coaching program is designed with 3 specific outcomes. You choose one to start.
Performance coaching is about creating high performance teams using Extended DISC profiles and other tools. Team Coaching helps you gain greater insight into and understanding of other people’s natural behaviours and leadership styles to foster more respect and the ability to work with different styles.
You learn to communicate better, have difficult conversations, identify your conflict style, explore multiple perspectives, and provide constructive feedback. You shed outmoded practises, tired ways of relating, unhelpful mindsets and attitudes.
The characteristics of motivated, high performance teams are universal. They strive for mastery, are energised, take the initiative, enjoy their work, support each other, focus on growth and learning, identify opportunities and have a real impact.
Most teams are based on relevant and complementary skill sets. Conflicts between individuals are often ascribed to ‘difficult ’people. These clashes are often motivational in origin. By exploring the key motivators of individuals and teams, we help you determine how different energies are harmonised, identify conflicts that need addressing, and provide rewards that motivate everyone on the team.
Diversity and Inclusion
StartAnew facilitates focus groups to understand cultural issues of diversity and inclusion coupled with bespoke Team Coaching empowers senior leaders to reflect upon their leadership style in the workplace and explore strategies for promoting a culture of diversity and more inclusive work practises.
It is well known that unconscious bias is a hindrance when trying to create a diverse and inclusive workplace. Traditional diversity programs have been shown not to work and can backfire leading to less diversity. Whilst it is difficult to change unconscious processes, it is possible to change observable behaviours when motivated.
Creating a culture of committed leadership that is open and self-critically questions assumptions, generalizations and behaviours is a first step towards identifying new ways of working together and valuing differences.
Frequently Ask Questions
Want to know more about Team Coaching and what it can address?
Bullying in the workplace arises in a culture that is not self-aware enough of the behaviours, attitudes and norms that predominate in teams at different levels of the organisation. Bullying can result when people have not learned to communicate effectively or do not value the strengths and differences of others. Often a person who is labelled “a bully” has a history of being bullied themselves. Sometimes bullying goes unnoticed because a characteristic of bullying can be to “kick down and suck up”. It can be a “silent” disease of organisations. Addressing these underlying issues is critical.
If the workplace culture allows these behaviours to continue or they are accepted, even tolerated, then bullying becomes institutionalised. We are all aware of the reputational damage that a culture of bullying can have for an organisation if it wishes to attract women, increase profits, be more inclusive.
Bullying has to be addressed at all levels of an organisation to remove the cultural license for unacceptable behaviours. The values of the organisation and the polices in place to address bullying have “to be lived” (i.e. appropriate actions taken). People need to feel safe to have a voice so they can call out bullying when it happens. As importantly, we need to understand that bullying is a learned behaviour and that we can work with individuals to change the way to respond to others and develop more harmonious workplaces.
Bullying at work is never a situation a person or team wants to encounter. Teams that learn to collectively define and address unacceptable behaviour from the outset are taking the first step towards developing a positive working environment. The next step is to be explicit about the alternative behaviours that create a positive environment which include active listening, reflecting the feeling of others, assertive communication, honouring personal space, mindfulness, learning to resolve conflict and have difficult conversations.
The deliberate practice of creating a positive environment in a team can help a person grow as an individual. Learning to communicate in a team better teaches emotional intelligence — a person learns to control anger and frustration, he or she understands that there may be more important things at stake than a petty argument during a meeting, he or she reaches goals set for self and others. Managing bullying at work teaches social skills which can be applied across many areas of life.
Workplace diversity including diversity of gender, race, ethnicity, and age brings greater breadth of perspectives, attitudes, behaviours, creativity, values, interests, talent brought to the workplace by people from a variety of backgrounds and experience. For some, the argument for equality or equality of outcome is most important in itself regardless of the attributes a diverse workforce brings. For others, it may be both.
The research shows that diversity and inclusive work practises in a company can lead to greater productivity, innovation, profits, breakthrough ideas, improved decision making and social respect Diverse companies outperform others by a staggering 80%. It seems logical then that a company where its leaders promote diversity and encourage social inclusion, will contribute to greater profitability in the company and sustainability (Deloitte).
The millennial generation comprises around half of the global workforce. With high expectations and different attitudes toward work, they will be integral in shaping organizational cultures into the future. To date, many companies have struggled to embrace diversity. While their number is increasing women occupy less than a third of board positions worldwide. Demographic shifts will be placing greater pressure on organisations to be more diverse and inclusive.
Most of today’s leaders actively seek ways to strengthen their internal and team’s resilience through team resilience training. A lot of people think that resilience is innate: some people can “bounce back” while others cannot. At Start Anew resilience is understood as a learned skill. Team Coaching for resilience means being able to identify when a team is not thriving and not functioning in a full and healthy way before the situation deteriorates. Burnout, mental health issues, absenteeism are all signs that the team has become depleted and demoralized. As a leader you don’t want to wait until this point. You to take preventive action.
Start Anew provides structured a face-to-face or on-line training on resilience comprising intensive virtual or group seminar process to address the following questions:
- How can we learn from our life experience about resilience?
- Why are some people more resilient than others?
- Understanding the neuroscience of resilience
- What are the protective factors that come into play during times of pressure and adversity?
- What skills do we need to be more resilient?
- How can we change entrenched patterns of thinking and behaving?
- How can we foster positive psychological responses over time?
Prior to team resilience training, participants will have the opportunity to fill in an on-line Resilience Questionnaire (the PR6-Resilience Scale), an evidence-based diagnostic tool for assessing levels of resilience. You will learn about the neuro-science behind resilience, how resilience can be learned and come up with strategies to counter the effects of constant pressure and stress in your life.
Creativity, imagination and stories are the fuel that enable us to see life differently, open new perspectives and design workplaces and home-lives in a way that’s genuinely new. Diversity of thinking style is the key to innovation. Innovation gives companies a leading edge in the market place. Research shows that diverse teams in terms of gender, culture, ethnicity and age tend to be more innovative. Much depends on how inclusive work practices are and the extent to which diversity is harnessed. A high performance team is able to collaborate in unexpected ways and to come up with new ideas such as through learning hubs, brain storming, storytelling, lego play, psychodrama, appreciative inquiry and open dialogue. Such teams can maximise human potential and harness the power of new technologies, systems and processes. In this way a team can foster more belonging whilst simultaneously growing individual expression.
Want Individual Coaching for You or For Your Organisation?
Interested but need something different? Want tailored Individual Coaching and/or Coaching for your organisation? See our Individual Coaching and Organisational Change offerings. Click below.