Microsoft Word Team Coaching Project August 11 2015 FinalSubmit docx

Section 5
Our Analysis and Conclusions
What is our Analysis? What have we learned? As executive coaches who also work
in OD, leadership development, and with teams, we were curious about the growing
field of Team Coaching. We set out to answer some questions we had, and to gather
best practices from those who have been here in the Wild West of Team Coaching.
As with any qualitative research project, this one was limited in scope to a small
sample, and yet strong themes emerged from the experienced coaches we
interviewed:
•
Team Coaching is a relatively new niche in the field of coaching, though it has
its roots in team building, organization development, and other work with
teams. To date, there has been minimal research and few methodologies
published for team coaching.
•
Most team coaching work is focused on improving team effectiveness and
performance, as defined by the leader and the team, and facilitated by the
coach.
•
Team Coaching requires a similar, but different skill set than one-­‐to-­‐one
coaching. This mainly applies to the complexity of working with team
dynamics and the multi-­‐systems in which the individuals/ team operate.
•
Team Coaching methods and approaches vary by coach, which have been
learned and have evolved through their individual experiences and trial and
error.
•
Team Coaches are typically hired by the Business or HR leaders.
•
A consistent theme with all team coaches ties to the importance of working
agreements (contracting) and boundary awareness (boundary setting). This
work is even more critical with teams than with individuals.
•
The partnership between the coach and the leader is an important
component for the success of the team engagement. Individual coaching of
the leader is also an important component of the team engagement.

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ROI: the value and benefits of team coaching are stated in terms of
improvements in Business, Team and Individual growth and development.