Systemic Team Coaching
Helping your team see the bigger picture and the connections between systems and stakeholders.
“Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and so rare.”
— Patrick Lencioni, Author
Systemic Team Coaching® is a process of coaching the whole team both together and apart, over a designated period of time to enable it to:
Align on common purpose
Collaborate and learn across diversity
Develop collective leadership
Achieve performance objectives
Effectively engage with their key (internal and external) stakeholder groups
Jointly transform the wider business
The Benefits.
Systemic Team Coaching® is an approach to partnering with a team to enable it to look holistically at the way it serves its internal and external stakeholders, to develop a collective purpose that every team member can strive towards, so that it’s managing the challenges of today, anticipating and preparing for the needs of tomorrow, and ensure its and the organization’s competitive advantage. We aid teams to build their combined leadership abilities and, so that teams improve stakeholder engagement and strengthen their team’s productivity and learning. Our ultimate goal is coaching teams to learn to work more collaboratively for the benefit of the entire organization.
Changemakers
89% of customers believe a purpose-driven company will deliver the highest quality products & servicesEnables the team to reframe and enhance the way it relates to and serves its business environment. Which means coaching places as much emphasis on how the team leads change with its stakeholders, as how it functions internally.
Value Added ROI
Purpose-led companies outperformed the S&P 500 by 10 times between 1996-2011By not only focusing on the team’s internal relationships and functioning (the focus of much of ‘team building’ work), the coach works with the team — helping them to co-create value in their engagement with their stakeholders.
Connection
Building Resilience To support productivity AND mental health in a VUCA worldRecognizing that the biggest challenges in nearly all organizations today lie not inside the individuals, teams, or even departments, but in the connections between them.
Engagement
People are 1.4 times more engaged, 1.7 times more satisfied and 3 times more likely to stay with a company with a strong purposeWelcome to WHY! When a team gets clear on its purpose, positive engagement increases exponentially. Hello talent retention, satisfaction, and empowerment.
cited from: The Energy Project 2013; Edeleman, The Good Purpose study, 2013; Resilience and the Modern Career, S.T.Lyons, L. Schweitzer, E.S.W. Ng, 2015 | HBR.org; Raj Sisodia: Firms of Endearment, 2007 Systemic Team Coaching is for your organization if you need to…
Align purpose, culture, and direction across the organization, inside and out, while building collaborative, diverse teams that are constantly adding value to transform the wider business.
Help individuals succeed together no matter the stakeholder demands, aggressive targets, and despite constant change.
Inspire collaboration between team members that are scattered across time zones, and that may be struggling towards a common goal.
Develop teams that are actively and effectively engaging with key internal and external stakeholders.
To be more effective and efficient in meetings so that the team is focusing on today as well as anticipating the short or long term opportunities of the business.
Adapt to a disruption in the business environment while remaining productive.
The Phases*.
Assessment & Discovery
Starting with collection of existing data, as well as an optional Team Connect 360 Survey, the coach then interviews each team member and key stakeholder. The resulting report of themes and debrief session is typically 2-3 hours for a robust discussion and review and development of next steps.
Development
The data collected, along with the debrief discussion will inform the co-development of the coaching journey ahead, including cadence and length of team coaching sessions and business-as-usual meeting attendance.
Execution & Engagement
This phase includes facilitating team coaching sessions once to twice per month and will include observing or coaching the team live in business-as-usual meetings. Length of sessions typically run 2-3 hours per month depending on the needs of the team.
Review
The team reflects on its own learning and how it will integrate this learning and coach approach in the future. An evaluation with select stakeholders as to the shift in impact of the team and review of other data that might provide an indication of the team’s shift is encouraged.
*The above phases provide a brief outline of what is included. Note that a typical timeframe is 9 months, but oftentimes 6 months is sufficient, and sometimes 12 months is required.
What Clients Are Saying…
“With Kellan I was able to get a different perspective, which helped me and my team before we acted. What she had to offer was immensely valuable and Kellan did an amazing job… She was more thoughtful than previous coaches I’ve had. I give Kellan 6 out of 5 stars.”
— Harp, Vice President, IT Consulting Services, CGI
"The greatest value for me was to receive stakeholder feedback and the opportunity of the HR team to discuss and work through new opportunities to connect with these same stakeholders."
“Team coaching was a much needed opportunity to move away from the day to day and focus on the big picture. To gather insight from the team, and a chance to connect and brainstorm on what we do well and opportunities to be better.”
“Energetic and professional coaches. I would like to work with you again.”
“It was helpful to define and document clear action plans based on stakeholder feedback.”
— HR Members, Jamieson Wellness Inc.
CONFIDENTIALITY As executive and team coaches, we are members of and abide by the ethics and competencies of the International Coach Federation. Anything discussed between the coaches and the individual and/or team will remain within the safety of the individual and/or team, unless agreed otherwise. This will be clearly defined at the beginning of the coaching journey, and adhered to and respected throughout the coaching arrangement and beyond.
There’s a saying: Don’t trust the coach who doesn’t have a coach.
For one coach to cover all the needs of a large organization would be next to impossible.
And because finding individuals that have the exact right expertise can be challenging, I created a Community of Coaches to give my clients choice among the many skilled professionals I’ve met over the years.
