The coaching process for team-specific development can be designed for intact, management or project teams, as well as entire departments. The team benefits from the process by capitalizing on the combined power of eye-opening interactive exercises, individual behavioural profiles, team assessment, and action planning. The process actively engages participants and allows the team members to emerge with the synergy and bottom-line effectiveness of the team.

The process includes:

• Team Assessment
  Team members begin by diagnosing the group’s strengths and challenges. This survey generates participant buy-in, provides a baseline for the team’s development, and drives the content of the team building program. Results are provided in the session and serve as a springboard for discussion and action planning. The survey is an anonymous forum for individuals to safely express concerns, feedback, and ideas.
• Behavioural Profile
  Team members will gain profound insight into why they “Click with Some and Clank with Others.” It helps explain team dynamics and build interpersonal relationships. By understanding personal preferences, the team can create a positive and productive environment.
• Interactive Exercises
  Even the most intensive team building interventions need to be enjoyable. The team will have the opportunity to experience their strengths and challenges first-hand as activities will be selected based upon the team survey results. Follow-up discussions will link the exercises to real-life team dynamics.
• Dynamics
  In this first session, group dynamics will revolve around communication and persuasion in a team context. Teams will compete to prepare and win debating sessions on various controversial issues. All the debates will be filmed on camera, reviewed and analyzed in group.
• Skill Development
  The process will include a series of development modules that build the skills of the team members and team leader. The proposed group dynamics facilitate focusing on topics such as: improving team communication, cooperation as opposed to competition, managing emotions effectively, top-down and bottom-up pervasive leadership, difference between management and leadership, managing conflict, the importance of a clear team mission and means to develop synergy.
• Follow-up Process
  The team can participate in ongoing mini-sessions to reinforce team behaviours and make team development a process not an event. We re-administer the team survey six to twelve months after the original session. This provides the group with a progress report and the opportunity to continue on the path to working together as one team.