Business Coaching
Is your company experiencing a paradigm shift?
Would your managers benefit from personalized leadership training?
Are you managing a team that is strife with interpersonal conflict?
Let's Talk !
Business coaching can serve several purposes. Generally speaking, it is a vehicle for professional development and for navigating change and conflict – two things every company and every team struggles to keep in balance. Various strategies and skills can be taught, but, in a practical sense, they must be developed over a period of time. Coaching provides the support and accountability needed to successfully integrate new ways of doing business.
“Whether I am working one-on-one one, in a small group or with a whole team, my underlying mission is cultivate a growth mindset. To develop self-aware, resilient leaders who meet change with curiosity and use tension as a catalyst for opportunity.”
One-On-One Private Coaching
Professionals, from employee to executive, can achieve growth from private coaching as a means to broaden their abilities and overcome the personal barriers blocking their success.
This type of coaching works well for emerging leaders who are eager to advance quickly and would benefit from some guidance to channel their efforts. A manger preparing for the next step in their career. A manager struggling to balance the weight of new responsibilities and expectations. An employee with high potential who is under performing. A leader who has lost the respect of their team, or, a newly appointed leader trying to gain it. One-on-one coaching is for anyone seeking to grow or diversify their value and expedited results.
Are you are tired of putting out fires all day and never getting or staying ahead? Are you ready to identify and remove the barriers blocking your success yourself?
“ I went to Anne as a mid-career professional in year three of a mid-life crisis, and dealing with the stress of a highly dysfunctional workplace. I was lost. Anne helped me rediscover my strength, regain control, and helped me think through what my next steps were. We worked on everything from my internal thought processes to how I communicated at work. Anne has a gentle strength about her that she shares so openly. She doesn’t pretend to have all the answers, but she doesn’t expect you to, either. She has been a perfect partner for me on my journey.”
“The most successful teams trust one another, communicate openly and honestly, take a shared interest in one another’s success and use conflict as a catalyst for positive growth rather than a recipe for drama.”
– Anne S. Kosem
Common Growth Areas
Companies, Teams and Individuals
- Communication
- Inter-personal, self-awareness.
- Intra-personal, engaging with others in an effective, purpose-driven manner
- Conflict resolution and prevention – deal with the drama!
- Time management (productivity vs busyness)
- Organization
- Management effectiveness and efficiency
- Accountability (personal and shared)
- Resilience, the capacity to preserve and grow in a a high-stress environment
- Communication
Team Coaching
"No one can whistle a symphony. It takes a whole orchestra to play it."
Identify Growth Opportunities…
Team coaching requires a multi-faceted approach. To identify the root and scope of challenges and the best way to cultivate change, it takes a combination of strategies. Teams may share similar goals and objectives, but the inter-personal dynamics are always different and that is a significant factor in determining the best approach(s).
Customize a Strategy…
Strategies include, but are not limited to, manager/team interviews, team surveys, 360 assessments, one-on-one coaching, small group coaching, conflict resolution, meeting facilitation, coach observation, weekly/quarterly action plans and professional development seminars.
Incorporate a Team Seminar(s)…
Team Seminars are an interactive platform for individual and collective learning. For high performing, well-established teams, they serve to reinforce and build on their collective strengths.
For struggling teams, time together in a relaxed environment, that is both equalizing and constructive, is essential for growth. It is fertile ground for building cohesion. Depending on the unique needs of each team, targeted strategies will be introduced and new norms will be established. This process promotes shared enthusiasm and accountability.
Leverage Key Performance Characteristics…
Start with a Growth-Oriented Model
There are many effective, team-coaching models, all of which can be mobilized through the strategies mentioned above. We can work with an existing model or I can suggest one based on the objectives and dynamics of your team. The exact model isn’t critical. The team’s commitment to a model, however, is critical because off the structure and framework it provides.
Add in the Key Characteristics of High Performing Teams
I have found that there are five key characteristics that lay the foundation for any high performing team. Trust (psychological safety), dependability, structure & clarity, meaning, and impact. This is represented in the chart below, illustrating Google’s five keys for team effectiveness.
* Five Foundational Characteristics for Team Effectiveness *
This is the result of a five year study, Google called Project Aristotle, on what makes a team effective. They found that team efficiency, productivity, and overall effectiveness is determined not by who is on a team, the talent and skill of its members, but on how well the team works together. Team success is driven by intangible, interpersonal characteristics.
These characteristics are listed in order of importance and build on one another. Trust or psychological safety was The Most Essential element of importance. Here is why…
Benefits of Teams with a High Degree of Trust
More Effective Communication
- Team members who trust one another communicate openly, honestly and more frequently. They talk to one another rather than about one another. There is more collaboration and less drama!
Enhanced Work Quality
- Teams members feel valued and secure so they are willing to be vulnerable. They openly share their insights and ideas because there is no fear of judgment. Without trust, members hold back, potentially allowing a bad idea to sabotage a good opportunity. Or, they address their concerns privately, in smaller groups, creating division and distracting drama.
Shared Accountability and Increased Self-Awareness
- Teams members feel a shared accountability for one another’s success. They give and receive constructive criticism. with positive intent, and seek feedback regularly as a means of raising self-awareness.
“My goal is to build high performing teams by cultivating a cohesive environment based on trust and inter-dependability, developing individual members who lead each another with competence, self-awareness and integrity.”
– Anne S. Kosem
Ready to Get Started?
Pricing by request. Please contact me with questions.