Unity and performance with team coaching

Improve interactions and collective performance with team coaching

For whom?
Any team (leadership, operational...)
Where?
Anywhere in the world
Format?
On site (or, exceptionally, remote)
How long?
Over several sessions

Personalised, tailor-made coaching

Solve relational and organisational problems

Team coaching is for all kinds of teams, whether leadership teams, managers or operational teams, facing relational or operational difficulties. The teams concerned usually have six to fifteen people at most.

We are forming a new team

How do we get off to a good start and lay solid foundations? (Get to know each other, clarify our team's purpose, align our shared vision and define our roles and scopes.)

We work in silos

How do we improve synergies and strengthen cooperation? (Share the vision, smooth our exchanges, work on our interfaces and develop real collaboration.)

We want to be an autonomous team

How do we adjust our ways of working, clarify our scopes and strengthen our collective decision-making? (Clarify our roles, fully take on our responsibilities and grow everyone's maturity.)

Our decisions are too complex

How do we simplify our decision-making? (Decide by consent, set clear rules, speed up our decisions and structure their follow-up.)

Tensions are dividing our team

How do we restore harmony and strengthen our cohesion? (Learn to say things constructively, move beyond psychological games and defensive behaviours, rediscover team spirit and practise feedback.)

Communication in our team is blocked

How do we make information flow more effectively? (Better understand each other's roles, share information more freely and support each other in our tasks.)

How does team coaching work at Transcendo?

1. Request and problem identification

Team coaching is often initiated by a leader or the HR department. At a first meeting, Laurence analyses the team's current situation to understand the specific challenges it faces.

2. Defining the goals

Together with the stakeholders (leader, team, HR), clear goals are set to guide the coaching process. They may be to improve communication, strengthen cooperation, clarify roles or resolve internal tensions.

3. Coaching sessions

Laurence works with the team to align goals, clarifying perceptions and bringing out the unspoken issues holding back progress. The aim is also to build strong bonds between members, fostering open, respectful communication and helping everyone better understand their own role and that of others.

4. Final debriefing

At the end of the coaching, a debriefing session evaluates the results against the initial goals. This review measures the progress made and defines the next steps to sustain the gains over time.

Tools and processes

Relevant tools for effective team coaching

In team coaching, Laurence uses various approaches and tools to address the issues effectively.

Will Schutz's Human Element approach, whose purpose is to strengthen team performance, is at the heart of her work. Its concepts and materials offer a process focused on understanding relational dynamics and human interactions, with a resolutely practical orientation.

Among the tools, MBTI helps understand the different personalities within the team, fostering harmonious communication. Lumina Spark adds another dimension by shedding light on individual behaviours and motivations, helping create a collaborative environment. It also raises awareness of individual and collective behaviours under pressure.

Finally, her Belbin certification lets her approach the team through its diversity and focus on team performance, identifying the levers of motivation and effectiveness.

These tools, combined with Laurence's expertise, guarantee tailor-made coaching adapted to each team's specific needs, for their development and collective success.