The role of coaching in high performing teams
Being a part of a great team at work can be empowering. A member of a great team will love to beat work every morning, is charged up, motivated, and positive. A great team consists of people who encourage each other to do the seemingly impossible and achieve more. There is always fun,excitement and a great sense of belonging in a thriving team.
The opposite of a great team is also true - dysfunctional team where there is no one day with out a conflict, everyone is offended by everything, afraid and no one believes each other. There is constant doubts, insecurities and lack of trust. Working in such a team is exhausting and drains the team members of energy.
What is reason behind this huge difference between the two teams?
The answer is surprisingly simple most of the times - it is rarely the entire organisation's fault. It is rarely all the people in the organisation. Mostly, the negative element of the team is one person and in many cases, it usually the leader of the team or the direct manager.
The leadership style and the behaviour of the manager is what dictates the culture and the work approach of the team. If the leader breathes down the neck of the team members all the time - for example, it tells the team that the manager does not trust them. When people don't feel trusted, resentment builds up and creates negative emotions, leaving a dysfunctional team in its wake.
When the leader proves to be approachable and trustworthy, it tells employees they can rely on the leader, increasing their commitment and motivation to achieve the company goals. The leaders of high performance teams create an environment that fosters a growth mindset and improves employee engagement.
How to create high performance teams?
To create high performance teams, team leaders must be equipped with the skills that are necessary to create a people friendly environment. There are five key traits that need to be imparted for the team managers to create high performance teams:
Knowing how to motivate:
The first trait any team leader or manager must have is knowing how to motivate the team members.Motivation is a powerful tool that can create energy among the team. What motivates the team members will also provide a good understanding of how to reward and recognise team members. Such an environment will create a team that is charged up, connected and engaged. A leader who knows how to motivate is telling the employees their work is valuable, encouraging them to go the extra mile.
Knowing when to step in:
An efficient team leader is the one who knows how to get the work done - they tell the team members what to do and know that the team members need their space to complete the work.While the manager wouldn't micromanage, they're also keenly aware of what is going on in the team and know they have to step in when an issue or conflict arises. Conflicts are a part and parcel of any team, but if not corrected soon,they can tear the team apart. A leader of a high performance team identifies conflicts as soon as they arise, or sometimes before they arise, and step in to resolve them and create a way for the team to work cohesively without falling apart. They strengthen the team by promoting cooperation among the members.
Driving the team to accomplish more:
While every team has its own goals to achieve, high performance teams often have goals that are at a slightly higher level than the other teams. The leader of such teams know that the team members don't just want to work, but they want to achieve and to achieve something remarkable, it is important for goals to be slightly higher.The team leader knows that the goals have to be realistic but also challenging to impart a feeling of accomplishment for the team members. People who overcome challenges and achieve the goals feel good about themselves and have a sense of doing something extraordinary.
How to communicate and articulate efficiently:
Team leaders of high performing teams are very good at communicating and articulating the organisational messages and goals. They ensure transparency and keep the team members up to date about what is happening in the organisation. They also articulate the vision of the organisation and the goals that need to be achieved.
How to earn the trust of team members:
Trust is what determines the success of the team leader. If a team leader is trusted, only then he or she will be able to resolve conflicts easily, understand what motivates the team members and drive the team to achieve more. Building a positive work real relationship with the team members requires them to trust the leader. A lack of trust is detrimental to the team and the organisation. A leader who is not trusted is not seen as approachable and responsible. Trusted leaders can turn around a team and can create a tremendous impact on the organisation.
How Coachlive activates your organisation and helps create high performance teams
Coachlive helps create flexible and tailored coaching that develop the leadership capabilities of your team leaders and enabling them to have an organisation wide impact by:
Coaching at scale crafted to build better communication skills so team leaders can better communicate the goals and expectations, while motivating the team members to achieve more.
Cultivating innovative thinking:
Leaders will be coached to understand how to encourage employees to think out of the box.Coaching that is designed to equip leaders with the knowledge of encouraging employees to find innovative solutions to modern problems.
Attracting and retaining the right talent:
Coachlive also focuses on empowering leaders to attract the right talent by seeking professions whose goals align with that of the organisation. They also learn how to retain talent - how to create a sense of fulfilment for the team members and how to help them improve their careers, thereby increasing employee loyalty.
Being ready to transform:
Another part of our coaching is training team leaders to be ready to transform the organisation to keep up with the changing times and how to articulate changes to the team members.