A process by which teams engage in an intense learning experience about self, others, key relationships that work and that don’t
An opportunity to explore and define each individuals ‘ unique strengths with the aim of realising the fullest potential of the whole team
An appreciation and embracing of the diversity and potential creativity of the team and using this to build and sustain a productive energy
Defining shared meaning, purpose, vision and goals for the team in relation to its organisation
Why do it?
To quickly build a high performing team who are focusing externally on what needs to be achieved in the business
To create commitment to each other and collective focus on the wider goals
To create an ongoing learning opportunity by understanding and reflecting on the team process
How it works
Initial dialogue and diagnostics with the whole team around what works and what doesn’t
Input from the wider organisation as to the team effectiveness and impact
Coach observation to identify team dynamic, strengths, struggles and opportunities
Agreement of goals for team coaching
A series of customised facilitated team session s to explore and work with the team experience
Explore and use the team’s experience of conflict and tension to open up opportunities and creativity
Putting into ‘real-time’ action the changes identified as well as noticing and reflecting on what’s happening within and around the team
Co-creation of ongoing development plan and continuous review of progress against goals
Group Coaching and Action Learning
What is it?
Action learning is a process, which involves a group coming together regularly to tackle real issues and work challenges, learning from experience through reflection and action
It is a powerful practice for generating new ideas and turning those ideas into action back in the workplace
Through the sharing of knowledge and experiences, it retains and builds organisational wisdom
Each individual member of the group develops and practices tangible coaching skills
The group collectively coaches each individual member of it and each individual can explore their experience of being in a group in a safe and supportive context
Why do it?
Action Learning builds the knowledge system within an organisation through knowledge acquisition and the exchange of information and experiences of members
As members challenge previously held limiting beliefs and assumptions they are able to see problems in new ways, encouraging creativity and innovation.
The transfer of knowledge becomes more intentional and explicit using Action Learning thus affording the participant to deploy new strategies.
It provides a space where colleagues can help each other to think through ideas and share lessons
It surfaces knowledge that is often difficult to articulate but is just known. The process of questioning and reflection can reveal new insights here.
How it works
Development and implementation of the group coaching process with key internal stakeholders
Facilitation of initial groups to support embedding of the action learning process and development of coaching skills
Development of action learning group facilitators and transference of facilitation and coaching skills
