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Personal trainer is for personal service. Paying attention to the improvement of the team leader's own ability or quality ma
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Personal trainer is for personal service. Paying attention to the improvement of the team leader's own ability or quality may not promote the development of the whole team. Team coaches serve the team, aiming to benefit the whole team and improve the ability and quality of each member of the team.
The author puts forward systematic team coaching and points out that systematic team coaching is a process. No matter whether the team members are together or not, the team coach cooperates with the whole team to help the team improve its collective performance and the way of mutual cooperation, and to help everyone improve their collective leadership, mobilize all important stakeholders more effectively and jointly carry out a broader business transformation.
Systematic team coach pays attention to the team under the system background, which not only supports the internal development of the team, but also emphasizes the contact with the external stakeholders of the team, thus improving the collective performance of the whole team.
If the personal trainer improves team performance by interfering with individuals, that is, changing individuals and then changing the team. Then, while agreeing with the team performance of personal influence, the team coach emphasizes the great influence of the team as a whole on individuals.
As a team coach who helps the team develop its unlimited potential and improve its performance, it should have the following key core competencies:
1. Help the team find its own position.
2. Help the team understand what they want to achieve and why.
3. Help the team accept what they can't or shouldn't do and understand their "achievement potential"
4. Help the team understand its key working methods.
5. Help the team to be creative.
6. Help the team to improve their collective adaptability.
7. Help the team monitor their progress.
Here, the author puts forward the 5C model of team coaching to help build a high-performance team.
I. Appointment
For a team, if it wants to succeed, it needs to get clear authorization from the people who set up the team. This includes clear team goals and clear criteria for evaluating the success of team performance.
Good dates include:
1, target
2. Resources: personnel, funds, administration, technology, venues, etc.
3. Information
4. Education: learning and development
5. Regular, timely and appropriate feedback.
6. Technical and process support
Second, clear
That is, to clarify the direction of team efforts. This direction of Qi Xin's cooperation is a challenging task that the whole team thinks inspiring, and it can only be accomplished through cooperation. The team also needs to formulate its own mission and team charter.
Tasks include:
1, use
2. Strategies and objectives
3. Core values
4, the vision of success
5. Working agreements and agreements
6. Roles and expectations
7. Key performance targets and indicators
Third, * * * *
In order to make the beautiful imagination come true and the performance have a beneficial impact, the team should pay attention to when the team works well and play the role of one plus one is greater than two. At the same time, we should also pay attention to and stop its negative model, self-limiting beliefs and assumptions.
Fourth, connection
Only when teams, collectives and individuals connect with all key stakeholders and establish close cooperative relations can teams create differences. Only by changing the relationship with stakeholders in a new way and then mobilizing them can the team and its organization improve their performance.
Teams can use three important strategies to connect various systems:
First, the ambassador strategy. Promote what the team has done to improve its popularity and reputation.
Second, reconnaissance and investigation strategies. What is happening and changing about customers, competitors, partners, investors, regulators and social environment, and what opportunities and threats these changes will bring to the team.
Third, cooperation strategy. Establishing and maintaining a good cooperative relationship with other teams inside and outside the organization can provide greater value to the stakeholders of the team than relying solely on their own team.
What affects team performance is not the quantity of external communication, but the type of external communication.
Verb (abbreviation of verb) core learning
The team needs to take a step back, reflect on their performance and various processes, consolidate what they have learned and prepare for the next cycle. At the same time, core learning also focuses on supporting and developing the individual performance and learning of each team member.
Successful teams are committed to the growth of team members and the long-term survival of the team.
These two results are achieved through the following core elements:
1, social support
2. Team conflict resolution
3. Support the learning and development of team members
4. Positive team atmosphere
In short, the 5C model can be summarized in the following figure.
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For the team coach, it is necessary to pay attention to the contents of the following picture.
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First of all, the team coaching relationship is as follows:
First, appointment
1. Who does this team serve? Who does the team take orders from?
Many times, the team's understanding of the service object is wrong, such as taking goals and performance as everything.
2. How to be consistent with the broader organizational goals?
Without big organizations or more stakeholders, the team is just looking for failure alone.
Second, clear
1. What are the team's efforts and core goals?
2. Is the team clear about its role and workflow?
Third, * * * *
1. What is the status of team members in mutual cooperation, interpersonal relationship and team dynamic management?
2. If everyone's potential in the team is brought into full play, can one plus one be greater than two?
? Fourth, connection
1. How does your team cooperate with other teams and major stakeholders in the whole system?
2. How to give full play to the maximum value of stakeholders and achieve better development of the team, thus driving the development of both parties and even all parties?
? Fifth, core learning.
1. What is your team learning ability from the perspective of team experience and self-learning?
2. How to ensure that the team and the individuals in the team keep learning and move forward forever?
3. Regarding delegation, learn how to make delegation and team roles form characteristics.
4, about clarity, learn to understand personal values and styles, and jointly build the same characteristics.
5, about * * * creation, learn the characteristics of cross-industry relations construction.
6. With regard to contact, learn to establish and test features with major stakeholders.
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Secondly, the process of team counseling is as follows:
First, the team has a unified understanding.
1, reach an agreement with the leader.
2. Hold a team meeting to outline the contents of team counseling and research projects.
Second, the evaluation before coaching.
1, interview
2, style type evaluation
3, team diagnosis investigation and evaluation
4. Refer to the standard test to find out the current strengths and gaps.
Third, teams in different places.
Create synergy through vision, mission, goals, expectations of stakeholders, successful implementation, values, etc.
Fourth, the team coach meeting
1. Track progress and promote dialogue.
2. Demonstration coach, etc.
Fifth, re-evaluate and review.
1. Redo the team evaluation and team discussion.
2. Summarize the counseling results.
3. Review the learning points and gains.
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Finally, there are four stages from team manager to team coach:
The first stage, the team manager. Manage and report their respective functions. Pay attention to the management of team members and the key performance indicators of the team.
The second stage, team leadership. Coordinate their respective functional objectives with the overall goals and objectives. Pay attention to the same goal and the relationship between the team and the organizational goal.
The third stage, the team coordinator. Cooperate with peers and stakeholders. Pay attention to internal and external relations, key performance indicators of the team and individual contributions to the team.
The fourth stage, team coach. Take collective responsibility for the company and team goals and represent the whole team. Pay attention to cultivating team ability and team development goals.
It should be noted that the team is never static. In today's world, team members are constantly changing, so these four stages will not simply happen in sequence. Once the team leader has the skills of all four stages, he needs to learn to walk around and use the appropriate working methods according to the situation.
The author expounds five aspects of team management with 5C model, and accelerates the improvement of team performance with the help of team coach.
In the actual team management, regardless of the role of coach, the author suggests that we should have the coach's thinking and use it to trigger behavior in order to lead the team to a new height.
The above is what the author shared. Interested readers suggest reading "Coach of High Performance Team" and "Practical Chapter of Coach of High Performance Team" together. The case application of the practice chapter has a deeper understanding of 5C mode and team coaching.