Team Coaching Questions in Corporate & Retail Businesses

Team coaching is strengthening and motivating a group of individuals to achieve a common goal. Obviously, what that goal looks like depends on the type of team being coached.

For example, team coaching helps:

  • Sports teams win games and championships
  • Corporate teams execute projects and maximize profits
  • Non-profit teams increase membership and meet fundraising goals

But common among all types of team coaching is nuanced work – identifying individual strengths and motivations, and bringing them together in a way that is good for the whole.

In some ways team coaching in business is like team coaching in sports:

  • Identifying talents in individuals
  • Strengthening those talents
  • Bringing these talents together for optimal teamwork
  • Mapping out a (game) plan

But while a sports coach tells individuals what to do for furtherance of the common goal, a business team coach provides the guidance and resources for team members to organize and direct themselves.

There are profit margins to aim for and sales goals to meet, but corporate performance team coaching doesn’t start there.

It’s no secret corporate culture is difficult to navigate.

From entry- to executive level, it can be a real struggle developing relationships or getting the recognition your work deserves.

The last thing you want is for this struggle to negatively impact team development.

Corporate performance team coaching empowers individuals to showcase their talents and collaborate effectively with those whose talents complement theirs.

Goal achievement follows; a truly collaborative team is a successful one.

Just putting a group of people together does not a team make.

Without a thoughtful, strategic approach, all you have is a bunch of individuals who may be:

  • Unaware of the shared goal of the team
  • Unclear on their role within the team
  • Unsure of their own strengths
  • Unwilling to trust the strengths of other team members

What team coaching does is create a safe, structured environment in which 1) goals are clearly laid out, 2) strengths are identified and valued, and 2) open, free-flowing dialogue fosters transparency, trust, and team cohesiveness.

A team coach aligns objectives with strengths.

She facilitates team communication that gets to heart of the matter:

  • What objectives does the team need to achieve within the context of larger goals?
  • What strengths does each team member bring to the group?

With this information, the coach guides everyone through the team development process. That is, identifying which strengths are best-suited to which tasks – not only to be completed as individuals but, in many cases, working in pairs or groups for the ultimate collaborative team experience.

A team coach builds trust.

She sets a positive tone for teamwork, creating an environment where it feels safe to explore strengths and open a relationship-building dialogue.

It’s team mentoring, really.

Team members leave her sessions knowing each other better and, in turn, trusting they know what to expect from people – and the process – going forward.

A team coach increases awareness.

She has no preconceived idea of what the team can accomplish or who is best-suited to accomplish what.

She uses her unbiased presence to get refreshingly honest answers.

She starts at zero and works her way up to the 360-degree view that team leaders need to have if they want to shift a team’s dynamic, all in the interest of furthering overall organizational performance.

You should expect team coaching to:

  • Help you build a team from scratch or strengthen an established one
  • Facilitate team communication that builds strong relationships
  • Reveal new ways of motivating team members
  • Identify ways of collaborating that build upon individual strengths
  • Identify counterproductive behavior patterns that are getting in the way
  • Attach accountability to measurable milestones
  • Help you meet or exceed team goals

Team coaching is sort of like building a blueprint – a way of working and communicating you can use to achieve one specific goal but can also use as a template for any goal going forward.

A common mistake is assuming that a team will perform well simply because it is composed of members who have performed well as individuals.

Nothing could be further from the truth.

Individuals behave differently within a team dynamic. What serve as strengths on their own may manifest as weaknesses when combined with other strengths/weaknesses in the group.

A Gallup strengths coach can help you harness individual strengths in the coordinated way that effective teams demand.

What are high performing teams doing that set them apart from the rest?

During the planning stage, a high performance team:

  1. Knows what it wants to accomplish, and why
  2. Maps out a detailed plan of objectives
  3. Recognizes and develops individual strengths of its members
  4. Assigns roles based on these strengths

During the execution stage, a high performance team:

  1. Trusts its members to get the job done
  2. Holds them accountable for it
  3. Encourages discussion and feedback
  4. Embraces conflict and works through it

During the assessment stage, a high performance team:

  1. Tracks progress of measurable milestones
  2. Adjusts the plan or individual roles as necessary
  3. Acknowledges individual successes
  4. Celebrates when they meet or exceed team goals

When you build a team, make sure you:

  • Align company goals with team objectives
  • Assess the talents and strengths of each team member
  • Provide team members with resources to further develop their strengths
  • Recognize how individual strengths complement the whole

When you lead a team to goal achievement, make sure you:

  • Map out a detailed plan of action with clear objectives
  • Assign tasks and collaborations based on strengths
  • Facilitate meetings without fear or judgement
  • Embrace conflict and resolve it respectfully
  • Set measurable milestones
  • Trust your team to get the job done (and hold them accountable for it)
  • Acknowledge success and learn from failure

A Gallup strengths coach can give you the leadership development you need to effectively work through this complicated, nuanced process.

Right here, of course. If you’re in the New York, New Jersey area, then our office is very close. We’re located in Midtown Manhattan across the street from Bryant Park and only a few blocks away from Grand Central Station.

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