1. Coachfederation.org/ICFGlobal2012 Team Coaching: Get Results and Rave Reviews Catherine Carr, M.Ed., PCC, RCC (Canada) Jacqueline Peters, B.Sc., M.Ed., PCC, CHRP (Canada)

2. Coachfederation.org/ICFGlobal2012 Team Coaching?

3. Coachfederation.org/ICFGlobal2012 Coach Reflection How do you define Team Coaching?

4. Coachfederation.org/ICFGlobal2012 Best Team / Worst Team Best team characteristics (2 to 3) Worst team characteristics (2 to 3)

5. Coachfederation.org/ICFGlobal2012 …Teams do not improve markedly even if all their members receive individual coaching to develop their personal capabilities. Individual coaching can indeed help executives become better leaders in their own right, but the team does not necessarily improve. Team development is not an additive function of the individuals becoming more effective team players, but rather an entirely different capability. (Wageman et al., 2008, p. 161)

6. Coachfederation.org/ICFGlobal2012 Supportive context Solid Structure Six Conditions for Leadership Team Effectiveness Right People Real Team Compelling direction The Essentials The Enablers Team Coaching Team Leadership From: Wageman, R., Nunes, D., Burruss, J., and Hackman, J. (2008) Senior leadership teams: what it takes to make them great.

7. Coachfederation.org/ICFGlobal2012 Coach Reflection How can you use this information about high performance team factors in your practice?

8. Systemic Team Coaching (Task, Process, Stakeholder, Organization and System Focus) Transformational Leadership Team Coaching (Task, Process, Stakeholder and Organizational Transformation Focus) Leadership Team Coaching (Task, Process and Stakeholder Focus) Team Performance Coaching (Task and Process Focus) Team Facilitation (Process Focus during team events) Based on: Hawkins, P. (2011) Leadership team coaching: developing collective transformational leadership.

9. Coachfederation.org/ICFGlobal2012 Coach Reflection Where does your team coaching currently fit on the continuum? If you don’t currently coach teams, where do you see starting? What would it take for you to stretch to the next level of the continuum?

10. Coachfederation.org/ICFGlobal2012 Team Coaching Readiness Assessment 5 to10 team members Clear team membership Purpose for the team to meet regularly Right team members for team purpose Leader motivation for team coaching Team member motivation for team coaching Able & willing to dedicate time to achieve coaching goals Obstacles to coaching participation

11. Coachfederation.org/ICFGlobal2012 High Performance Team Coaching …is a comprehensive and systemic approach to support a team to maximize their collective talent and resources to effectively accomplish the work of the team.

12. Coachfederation.org/ICFGlobal2012 High Performance Team Coaching © Carr and Peters, 2012

13. Team Members Vision Sample Team Charter – Date Values Team Mission or Mandate or Purpose Key Goals Success Measures Our Team Norms

14. Coachfederation.org/ICFGlobal2012 It’s all about Performance!

15. Coachfederation.org/ICFGlobal2012 Based on what we have shared ….How can you make your team coaching more valuable, not just interesting and insightful?

16. Coachfederation.org/ICFGlobal2012 Selected Key References Buljac-Samardžić, M. (2012) Healthy teams: analyzing and improving team performance in long term care. Ph.D. thesis, Erasmus University. Clutterbuck, D. (2007) Coaching the team at work. London: Good News Press. Gersick, C. (1988) Time and transition in work teams: toward a new model of group development. Academy of Management Journal, 31(1), pp.9-41. Grant, A. (2009) Workplace, executive and life coaching: an annotated bibliography from the behavioural science and business literature. Coaching Psychology Unit, University of Sydney, Australia. Hackman, J. and O’Connor, M. (2005). What makes for a great analytic team? Individual vs. team approaches to intelligence analysis. Washington, DC, Intelligence Science Board, Office of the Director of Central Intelligence. Hackman, J. and Wageman, R. (2005) A theory of team coaching, Academy of Management Review, 30(2), pp.269–287. 10 August 2015Team Coaching: A Dual Case Study: Carr & Peters 16

17. Coachfederation.org/ICFGlobal2012 Selected Key References continued Losada M, and Heaphy E. (2004) The role of positivity and negativity in the performance of business teams. The American Behavioral Scientist, 47, pp.740- 765. Mathieu, J., Maynard, T., Rapp, T., and Gilson, L. (2008) Team effectiveness 1997-2007: a review of recent advancements and a glimpse into the future. Journal of Management, 34(23), pp.410-476. Stake, R. (2006) Multiple case study analysis. New York, NY: The Guilford Press. Wageman, R., Hackman, J., and Lehman, E. (2005) Team diagnostic survey: development of an instrument. Journal of Applied Behavioral Science, 41, pp.373-398. Wageman, R., Nunes, D., Burruss, J., and Hackman, J. (2008) Senior leadership teams: what it takes to make them great. Boston, Harvard Business School Publishing Corporation. Yin, R. (2009) Case study research: design and Methods, 4 th ed. Thousand Oaks, California, Sage Publications Inc. 17

18. Coachfederation.org/ICFGlobal2012 Thank you! www.InnerActiveLeadership.ca High Performance Team Coaching – LinkedIn Group Catherine Carr, M.Ed., PCC, RCC (Canada) –Catcarr@shaw.caCatcarr@shaw.ca Jacqueline Peters, B.Sc., M.Ed., PCC, CHRP (Canada) –Jacqueline.Peters@InnerActive.caJacqueline.Peters@InnerActive.ca