Once the team has identified where it is in comparison to where it needs to be the team coach then encourages the team to explore how they can move forward. The coach helps the team to generate at least three options and to explore the pros and cons of each (choices and consequences).
Once the preferred choices have been agreed (using a consensus approach) the team is then ready to identify and agree a specific action plan (actions) to help them move forward.
Our team coaching work typically helps the team to focus on interpersonal skills and interactions. The way people act with their teammates, and the way they communicate with one another are important drivers of effective team performance. Our aim is to help you develop a high performing team – not just a team of high performing individuals – after all you can have a lot of high-performing individuals in a team and still have performance problems as a team.
We use our award winning OSCAR coaching model to help the team identify what they want/need to achieve (outcome). The team is then encouraged to openly and honestly explore what’s happening right now (situation). At this stage the team identifies what’s working well and what isn’t. The focus can be on facts, or emotions or both. The role of the team coach is to create a safe yet robust environment that enables the team to acknowledge and explore these issues.
The review part of the OSCAR model is used to enable the team to identify how they will monitor and review their progress and ensure agreed actions are being taken and are moving the team forward towards their desired outcome.