© 2020 Team Coaching Boutique. All Rights Reserved.
-
RESOURCES
TELEPHONE: +44 (0) 203 745 7737
CAMBS: +44 (0) 122 362 5386
Resources
Our highly experienced and trained team uses high end coaching techniques and approaches to affect sustainable change via significant behavioural shift. We use these approaches to support management system development.
This is illustrated in our tried and trusted “synthesis” model below.
These 3 elements are not mutually exclusive and work symbiotically. We have seen many transformations stutter or fail because one of the key elements is ignored or sub-optimised. Unfortunately, 70% of organisational transformations fail, a figure first mooted by Hammer & Champy in 1993. Recent research has shown this has not changed much. Our model may look simplistic, but there is a level of complexity and diligence that sits behind it. If it is followed meticulously, appropriate change will happen. Every individual from top to bottom must be committed to the change. Individual coaching and team coaching will support the behavioural shift, process improvement and elevate the energy and passion.
Change Management Underpinning Cultural Transformation
Our overarching “synthesis” model is underpinned by effective change management principles and models. Some of the early change management models date back to the 1940’s with real traction happening in 1996 with John Kotter’s 8 step model. Team Coaching Boutique® have developed our own 6 step one based on similar principles to the others.
The stages are summarised as follows:
1. Awareness & Recognition
2. Getting Buy-In
3. Determining the Team and getting Initial Engagement
4. Planning & Staffing
5. Execution & Implementation
6. Validating, Reinforcing & Sustaining
The details contained within these steps can flex, but the sequencing is critical for success. More detail can be found in chapter 5 of “Coaching for Cultural Transfomation : Staying Competitive in Shifting Environments”
Specific Interventions
In support of any deployment, we have a number of specific interventions / assessments we can daw on to support the coaching work. Our coaches can deliver and analyse these globally recognised assessments. We would advocate these on the basis of our knowledge, expertise and situational awareness and only as required and discussed with client stakeholder.
These can be summarised below.
- The assessment defines our averaging resonating level of energy
- Our energy level is determined by our environment and self awareness
- We can change it if we so desire
- Four key personality combinations DiSC that determine how we work
- These can shape how we work in a team and how others react to us
- Knowing these personalities and sub-traits will help teams interact in a better way and be more productive
- System allows an analysis of team effectiveness based on 5 key attributes
- Working on these 5 attributes allows a team to function at a significantly higher level
- This analysis works well with DiSC
- System allows an analysis of EQ (Emotional Quotient) based on the four pillars of self-awareness, self-management, social awareness and relationship management
All these approaches are supported by a level of academic rigour and are constantly updated through continued research.
The skill of the coach is to know which one to use and when (or not to) and agree the approach with client stakeholder.
“Context & Perspective” is as important, if not more so, than the “Process” in the selection. Process is important in the delivery.
These assessments can provide powerful insights but are not considered as a supplement or substitute for effective coaching and team coaching. We see them as an “enabler” and context for an effective coaching dialogue.