Teamcoaching

Do you want to improve cooperation and team spirit in your team?  

Do you want to optimise the diversity and talents of all your team members?

Are you and your team in a transition, and are you asking yourself what the next well-considered steps are? 

Would you like to reinforce your personal leadership?

As an experienced team coach, I provide insights and exercises that free your team to work together more enjoyably and effectively. In my team coaching sessions, we make space for strength and vulnerability and real connection, so that inspiration, team spirit and optimum team results are truly activated.

Foto Teamcoaching

For who?

Team coaching sessions that I organise can be for 2 to 60 participants. For departments, management teams, Board teams, project teams, or starting teams.

My vision of team coaching with impact

My vision is that team building processes work best when all team members are involved and motivated to actually change. A pitfall is that team members can be too involved with primarily theoretical knowledge and models, which means that they don’t really have to commit themselves. I have experienced that team coaching works if there are several moments when the team comes together, and members consciously study their attitudes and behaviour while at work and in private life. This is why I frequently propose a four-phase approach in which we examine whether it is useful to continue the process after every phase:

  1. Inventory
  2. Kick-off
  3. Team coaching session and optional on-the-job-team coaching sessions
  4. Evaluation and follow-up

1. Inventory

Interviews are conducted with relevant managers and several team members in order to get the best possible impression of existing wishes and potential obstructions. During the interviews we list which areas need extra attention in the team coaching sessions according to the Team Empowerment model™ (Thoolen). The interviews are face-to-face and last approximately 60 minutes. The information obtained in the preparation phase is also input for the creation of a phased plan for the kick-off meeting and a programme and exercises for one or more team coaching sessions. Naturally, all interviews are confidential.

During the interviews we list which areas need extra attention in the team coaching sessions according to the Team Empowerment model™ (Thoolen). The interviews are face-to-face and last approximately 60 minutes. The information obtained in the preparation phase is also input for the creation of a phased plan for the kick-off meeting and a programme and exercises for one or more team coaching sessions. Naturally, all interviews are confidential.

TEAM EMPOWERMENT MODEL ™ (Thoolen):

  1. Positioning the team in the market environment
  2. Mission, vision, goals and strategy of the team
  3. Manager’s role
  4. Functional division of roles
  5. Team role distribution
  6. Team processes
  7. Teamspirit
Schema Teamcoaching

To get to know more about the context and history of the team we would like, if possible, to receive written material If available, such as the year plan with a detailed vision and strategy, the previously formulated rules of behaviour, the current/desired job profiles, information on consultation structures, possibly an organisation chart and other useful documents.

2. Kick-off

A kick-off meeting is then held that is attended by all team members. The findings of the inventory phase are shared anonymously, and all team members are actively involved in the discussion on what is desirable in order to achieve the goals of this process. This means that beside a short presentation, team members are (inter)actively put to work to see what they think is necessary for this, which activates personal responsibility and creates a base of support for the rest of the process.

Team coaching session and optional on-the-job-team coaching sessions

The results of the kick-off meeting are used to first examine whether it is really useful to continue this process. If not, a recommendation is made on what is needed to achieve the goals. If the answer is positive, the results provide (on the basis of the Team Empowerment Model) input for a programme to be decided later that is sent prior to the team coaching sessions.

The teamcoachings often last half or an entire day, increasing the chance that all team members are actually present and that all normal work can continue easily. Moreover, it is frequently easier to monitor team development over time using several team coaching days.

During on-the-job team coaching sessions one or more coaches are present during normal meetings, in which time-outs are used to feed observations and suggestions back to the participants. The progress of the collective and individual agreements that were made earlier during the external team coaching sessions is also examined in the interim.

Manager’s role

Om de kans op een succesvol traject te vergroten, vragen we de leidinggevende (naast enkele teamleden indien gewenst) om tussentijds input te leveren over de feitelijke ontwikkelingen op de werkvloer. De invulling van de externe teamcoachings wordt bepaald aan de hand van de inventarisatiefase, de kick-offbijeenkomst en de tussentijdse evaluatie bij on-the-job teamcoachings. Waar extra aandacht in de programmering en oefening besteedt gaat worden, wordt bepaald mede aan de hand van het Team Empowerment Model (Thoolen).

Additional team coaching for managers and team members

It is very possible that some team members, including the manager, may have some individual coaching sessions if this actually increases the likelihood of achieving the goals. This will be based on the inventory phase or kick-off meeting or be prompted during the team coaching process. These individual coaching sessions will, in principle, only be provided by Martin Thoolen as senior coach, and will therefore be available during the team coaching process.

4. Evaluation and follow-up

A final meeting is held in which the entire team process and the individual contributions of all team members are evaluated. At the end, a written evaluation is returned to the principal as a free-of-charge anonymous report that functions as quality assurance for the complete team process. There are also discussions on how all team members, including the manager, can best further encourage and secure the positive development, what the pitfalls are and how to handle them.

Working methods

During the supervision phase the focus will be on the practical situations, coaching and team questions. We often use different perspectives and methods with which we have years of professional experience and expertise as support:

Teambuildings theorieën

w.o. Team Empowerment (© 2018 Hobbelink&Thoolen)

Groepsdynamica


Feedbackoefeningen


Simulatieoefeningen


Comminicatie- en samenwerkoefeningen


Praktijkcases


Naturally, the choice of methodology is harmonised with the issue and the wishes of the team members. Between the (team) coaching sessions we ask all team members to execute several assignments to enhance the transfer to daily practice.

Costs

The half-day (4 hour) rate for preparation per trainer is € 550. The day rate for implementation per trainer is € 850

In accordance with the wishes and budget of the principal we look for an appropriate solution that is offered in a tender for the entire team process.

Teamcoach(es)

Als Teamcoach heb ik ruimte ervaring in het begeleiden van teams en groepen. Zo heb ik 4 jaar cursussen Groepsdynamica aan de Rijksuniversiteit te Utrecht verzorgd. Verder heb ik 8 jaar bij Boertien&Partners en 20 jaar bij Circumference diverse in-en outdoor teambuildings voor uiteenlopende organisaties verzorgd. Hieronder zie je een aantal ervaringen van klanten met mij. Bij groepen groter dan 10 teamleden huur ik vaak een ervaren externe co-trainer uit mijn netwerk in. Ook is samenwerking met co-trainers uit de organisatie mogelijk.

Questions?

You can always call or e-mail me with questions at:
martin@martinthoolen.com
06-15620111
I will reply as quickly as possible.