If you are looking for a magical team transformation in the course of a feel-good, two-day retreat, we are not the firm for you. That’s because we know that team development is a process, not an event.
We don’t coach individual relationships among team members – our philosophy is that everyone owns the team’s experience, challenges, and achievements. We learn and practice open dialogue so that team members can see, name, and discuss openly the relationship dynamics that exist on the team today. As we progress, the team takes more responsibility for determining its learning needs, experimenting, and applying new approaches that encourage high performance.
Leadership teams engage us to work with them on challenges like:
The Director and another manager had recently departed. The Acting Director expected to be in the acting role for an indeterminate, possibly lengthy period. As an acting director, he was unsure of his authority to lead, yet he had to unify the team, onboard a new member, and keep the ship sailing through the fiscal year’s hectic end until a new Director was appointed.
Coalesce as a leadership team, and ensure each team within the budget office understood key processes so they could work together to meet end of year deadlines.
The team made a big discovery at the coaching kickoff, where they reviewed and discussed data from a diagnostic assessment that showed how they viewed their own leadership effectiveness as a team: They were drowning in day-to-day transactional work and they all wanted to be able to empower and delegate more to their staffs.
A team diagnostic assessment revealed several challenges to be addressed:
Over a five-month period, coaching helped this leadership team navigate through a period of uncertainty, without any compromise in quality of service. The leadership team also began to shift out of a reactive, short term focus and adopt a strategic, systemic approach to resourcing their office and improving systems and tools that would help them gain efficiency and drive higher employee engagement. They:
You impressed one of our toughest clients with the strength of your expertise and presence.
You gave us the safe space to really focus on what is needed to build/maintain a strong management team. Key to that process is trust. …I think a key part of your contribution really was that ability to facilitate very strong personalities towards a common goal of building a cohesive management team.
I want to thank you for doing such an exceptional job facilitating our management retreat last week. It was quite an experience, being productive, enlightening, fun, and emotionally challenging at times. I believe we all benefited and hopefully it will help our team to gel and trust a bit more. Thank you for leading us through the wild ride both professionally and gracefully.