TPC Leadership develops leaders with a heart for leaders AND their organisations. They are engaged and passionate in what they do. They focus on the individual, but will always keep the vision and objectives of the organisation into account.
Janna Kramer, Learning & Talent Development Leader
EY – NETHERLANDS
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TPC Leadership delivered a 1:1 and Team coaching programme over a 12 month period supporting the client in forming a new team structure with a high profile Formula One racing team and constructors.
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Business context & drivers for the organisation
The aim of the programme is to support the need for a clear vision and ethos within the department amongst senior members of the team.
Objectives/required outcomes for the client
Shift in mindset and developing self-confidence
Enhanced capability in leading others
Embed the learning and best practises across the organisation
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Interventions
Regular 1:1 coaching sessions, followed by quarterly coaching pair team days.
Challenges
We lost momentum for 6 months after the first sessions due to Covid-19. An earlier shift to remote coaching could have helped maintain momentum and provide support to the coachees during a difficult period of transition.
Team coaching requires that those involved see the need/want to be a team. This was stronger in some instances than others. We worked well to develop and build the trust for the team foundations to be created.
Outcomes
There was strong evidence of increased cross team collaboration, cross fertilisation of ideas and support for the newer Team Leaders. Many congruent and parallel experiences were shared and this created the potential for healthy dialogue and empathy across these roles.
Feedback from the client indicates that participants:
The coachees became more coachable through the journey as we together found better ways to understand wants and needs. The team benefited from an emphasis on creating individual awareness/responsibility as well as learning from other organisations. They were supported with some training in theories and models to develop their own leadership skills.
There was much commonality emerging between the experiences of the top and middle levels of the organisation and how they might develop in tandem:
Shared direction and alignment across the organisation, starting with the top team
Clearer articulation of responsibility and accountability, with more effective feedback and performance management loops
More time/space for and reinforcement of innovation, experimentation and learning.
If you would like to talk to us about a team coaching programme, get in touch.
