You want to improve your team’s performance. What coaching tools should you be using?

To enhance team's performance, leverage tools like SMART goals for clear objectives, regular feedback sessions for communication, and coaching models like GROW for structured conversations. Assess individual strengths with tools like CliftonStrengths, invest in skill development platforms, and use performance dashboards for tracking progress. Organize team-building activities, establish accountability partnerships, and provide continuous support to foster growth and collaboration within the team.

According to me , I would like to follow the situation leadership style. In my team there would be different skills set of team members. In that case I need to use different style to tackle them. Some times I need to delgate the work , sometimes I need to coach and sometimes I need to be directive also.

Die Verbesserung der Teamleistung erfordert den gezielten Einsatz wirksamer Coaching-Tools. Gesichtslesen und K?rpersprache stellen dabei kraftvolle Instrumente dar. Durch das Lesen kann ein Coach individuelle Bedürfnisse, St?rken und Schw?chen der Teammitglieder erkennen. Diese Einblicke erm?glichen ma?geschneiderte Coaching-Ans?tze. K?rpersprache bietet eine zus?tzliche Dimension – nonverbale Signale, die Emotionen und Einstellungen offenbaren. Die Anwendung dieser Tools erfordert eine kontinuierliche Schulung des Coachs. Das Verst?ndnis für Mimik, Gestik und Haltung erm?glicht eine pr?zise Analyse der Teamdynamik. Der Coach kann daraufhin gezielte Interventionen entwickeln, um die individuelle Leistung und das Teamklima zu optimieren.

Unterschiedliche Settings, sowohl Einzelgespr?che als auch Gespr?che im Team, Analyse der St?rken und Schw?chen der Teammitglieder, um die St?rken jedes einzelnen Mitgliedes bestm?glich zum Wohle des gesamten Teams einzusetzen.

Aplicar el modelo GROW me dio estructura y marco de acción en una conversación de Coaching personal 1:1 con cada integrante de mi equipo de trabajo así como también con las sesiones que imparto a mis clientes particulares. Cada Couch en la práctica tendrá que validar el modelo que le sea más eficaz según su campo de acción en que se especializa; en mi caso al ser el ámbito laboral, el modelo GROW me es muy efectivo.

Para mejorar el rendimiento de los integrantes del equipo considero que la mejor herramienta es estructurar conversaciones de Feedback mediante el coaching 1:1 de manera periódica. En cada encuentro son imprensindibles las llamadas "preguntas poderosas", esas que cuando el coachee/cliente las escucha, tienen el poder de "desbloquear o desactivar" aquellas limitaciones o bloqueos mediante la toma de consciencia. Lograr la mayor cantidad de preguntas poderosas dentro de cada etapa de la sesión de coaching va a determinar la profundidad y efectividad del encuentro, por ende la satisfacción del cliente.

Eine der wichtigsten Fragen ist für mich die Frage nach dem Anliegen. Was m?chte der Mitarbeiter oder Coachee erreichen und was w?re ihm oder ihr dann m?glich?

If you're aiming to boost your team's performance, consider incorporating coaching tools like personalized feedback sessions, performance evaluations, goal-setting techniques such as SMART goals, skill enhancement workshops tailored to your team's needs, mentorship programs, leadership training sessions, team-building activities, and leveraging technology for tracking progress and accessing relevant resources. An example could be implementing regular one-on-one feedback sessions to address individual strengths and areas for improvement.

Best way to improve your Work team's performance - is by : 1... Always embrace "Feedback" from your team members - because no matter how small the feedback is "You will still learn something from it" AND 2... Another perspective of how to absorb Feedback is to accept it as "Constructive Criticism" and this is indeed something you should "Never reject" because being criticised about something you will most certainly learn how to better improve your Team's performance; AND 3... Always remember this INSIGHT = If you do "Twice as much Listening than Talking, then your Ability to improve your inner performance ( which in turn improves your Team ) then you will indeed rule supreme in progressing your Coaching Skills to build inspiration ??

To elevate team performance, use SMART goals and OKRs. Employ 360-degree feedback and ongoing reviews for valuable insights. Enhance communication with project management and video conferencing tools. Foster growth through coaching software for personalized development. Identify strengths and weaknesses with personality tests and skill mapping. Strengthen bonds via team activities like retreats. Boost efficiency with time management tools. Conduct regular surveys to gauge team satisfaction and tailor actions. Adapt the toolset to meet specific team needs for a comprehensive approach.

Dont impose your views and opinions on your team. People dont follow something because you tell me but they follow what they accept is correct. So put the bigger picture in perspective and you will find that your team is also aligned with the department or organisational goals. It might not be the best or most correct thing but if everybody accepts it is the thing that needs to be done. Everybody will fall in line.

A Group Vision Board is a great tool. Team members contribute images, quotes, and goals onto a shares digital or physical vision board. This visually represents the collective aspirations and fosters alignment within the group. This promotes a shared vision.

If using coaching with your teams, a coaching mindset is means you are not providing answers, you are working with them to understand their own perspective and answers. For example, a team member who is interested in taking on more responsibility: - ask them what that means to them (so they dig deeply to understand) - ask "what else" a couple of times if necessary to get to what is driving this desire - ask them what 'more responsibility' looks like, feels like, sounds like so that they are clear in their own mind and you are clear about their expectations - then ask them how they could start to make this happen, and how you can help them This approach builds trust and collaboration and shows that you have respect for them.

Los equipos de alto rendimiento son liderados por un "Líder Coach", es la principal diferencia con un equipo de rendimiento estándar. El líder coach tiene la hablidad nata te practicar y cultivar una mentalidad de coaching, en esos espacios de tabajo el coaching se repira en el ambiente y se observa en la corporalidad de cada integrante del equipo. Un trabajador inmerso en una mentalidad de coaching es una persona emporderada, con consciencia colectiva colaborativa, se siente inspirado e inspira a sus pares.

For Team Coaching, We must focus on Strengths of each team player just like a game. Alignment of a organizational goal and personal goal of each team player is more important. The reason is simple. When the team win in this scenario, It will be WIN-WIN-WIN (organizational-Team-Personal).

Für mich war der gr??te AHA Moment im Rahmen meiner Ausbildung zum Coach, meine Denkweise zu ?ndern und festzustellen, dass wir alle andere Landkarten im Kopf haben und manchmal nicht mal auf derselben Welt unterwegs sind. Zum Beispiel, wenn ein Mitarbeiter sagt, dass er das schlecht findet, dann haben wir sofort ein Bild im Kopf. Das ist aber unsere Vorstellung von schlecht und nicht seine. Es hilft dann über Fragen die Vorstellungen abzugleichen. Dann ist es viel einfacher L?sungen zu finden.

It begins with the mindset and level of clarity of the leader of the team. If leader has the clarity about outcome, resouces, skill set & mindset required then its obvious he would pick the right team who have desried skillset and mindset, basic upgrade by regular training programmes would do the job. But if leader lacks knowledge and clarity out the deliverable outcome even bestest team would fail to deliver desired outcome. A wise leader who is self aware & has clarity of skill set and minset requried the team would work bloom. If not then just by transforming the leader and his mindset performance of the whole team would change. Its always an unresourceful leader who failed to give right command fail the team.

To enhance my team's performance, I would leverage the GROW model as a coaching tool. GROW stands for GOAL, REALITY, OPTIONS, and WAY FORWARD. This framework helps guide discussions with team members, fostering goal clarity, understanding current realities, exploring various options, and establishing actionable steps for improvement. It provides a structured and collaborative approach to coaching, empowering team members to set and achieve meaningful objectives.

También se podría agregar, un método de coaching práctico, introducirse en la práctica de tu equipo para poder ver y mostrarles la necesidad desde dentro de una operación.