Coaching and team development are interventions that focus on developing the capabilities of individuals and teams in relation to their work. To me, the goal of coaching is to identify options and solutions for specific questions related to profession and career. The goal of team development is to initiate, sustain, and support collaboration, and to mitigate tensions that arise from differences. The advantage of coaching and team development is that reflective interventions used in this process affords interpersonal and intrapersonal growth.
Questions that can be answered through Coaching and TD:
How can I transform my rumination into purposeful action?
How can I deal with distressing situations in my work?
How can I empower myself and my team for specific situations?
How can teams grow to excellence?
How can we deal with dynamics that are related to groupthink, overdependence on a dominant leader, or diffusion of responsibility?
How can we foster a supportive climate to achieve complex tasks?
Work example: Strengthening trust and collaboration
Enhancing team productivity
Strenghtening social competencies of team members
Design and facilitation of team development in the engineering and construction sector. Because of the size of the department, I started by identifying the representatives and spokespersons within the larger group and created a design team. Jointly, we developed the expected outcomes, evaluative criteria, and interventions in this team development. Since establishing trust was one of the major outcomes, we use the approach of experiential learning. Activities incorporated differing levels of complexity to simulate common behaviour. This meta-perspective allowed participants to identify behavioral patterns from an observer’s perspective and translate them back to their workplace.