INDIVIDUAL COACHING & MENTORING : Transformation at Work- releasing people to perform

Team Coaching takes two distinct forms, for both of which ICFBA coaches are skilled and experienced.

One is event-focused and is best described as Team Facilitation. This is of most benefit when a leader needs to create space to observe, think, analyse and construct proposals in the real time of the ebb and flow of a meeting. The facilitator can carry the responsibility for and the workload of managing the process, any clashes between individuals, any inclusion or exclusion issues and the other human interactions that can make or ruin meetings. ICFBA coaches have a process for design and management that plans for and uses the rational and non-rational dimensions of human interaction to achieve positive and constructive outcomes.

The second form is development-focused and takes place over a period of time. ICFBA coaches work with a tuned version of the Individual Coaching programme. They can use personal and team style mechanisms such as MBTI, Belbin or Apter to help team members understand each other's different styles and contributions. Many of our models are applicable to individual and team development and can be used in parallel with Individual Coaching to develop a common language and way of working together. In fact, we would always recommend that a team leader becomes involved in individual coaching, as any development of a team will demand change by the leader and, too often, it is leaders who obstruct the very development of their team that they desire. The Values and Behaviour programme can also be applied specifically to help a team agree how it will work and what its rules of behaviour will be.

As can be seen, Team Coaching does demand that a variety of our coaching capabilities are brought together to serve the team's development. This results in a heavily customised approach within a structure and a focus on outcomes that benefit the organisation. This is important, because some highly developed teams create tension and animosity in organisations - often attracting the critical description of 'empire builders'.