Team Coaching: A Powerful Tool for the New World of Work

In recent years, team coaching has emerged as a vital tool for organisations navigating the complexities of modern work environments. This approach is particularly well-suited to address the challenges faced by hybrid teams in our rapidly evolving workplace landscape.

Recent research into the efficacy of team coaching was conducted by Judith L. Komaki and colleagues and was published in the Journal of Applied Behavioral Science in 2008. This research aimed to extend Komaki's Operant Supervisory Taxonomy and Index (OSTI) model, originally developed for individual supervision, to team settings. The study investigated the effects of team coaching on team performance in a simulated work environment.

The researchers used a multiple baseline design across four teams in a complex, computer-based simulation of a manufacturing plant. Each team consisted of four members who had to work together to manage various aspects of the simulated plant.

Key aspects of the study include:

1. Intervention: The team coaching intervention focused on providing teams with specific, timely feedback on their performance and guidance on effective teamwork strategies.
2. Measurement: The researchers measured team performance using objective metrics from the simulation, such as productivity and efficiency scores.
3. Duration: The study was conducted over several weeks, allowing for the assessment of both immediate and longer-term effects of team coaching.

The findings of the study were significant:

1. Performance Improvement: All four teams showed substantial improvements in performance following the introduction of team coaching. On average, team performance scores increased by 39% compared to baseline levels.
2. Sustained Effects: Importantly, these performance improvements were maintained over time, even after the formal coaching intervention had ended. This suggests that the teams had internalised the lessons from coaching and could continue to apply them independently.
3. Generalisation: The teams demonstrated an ability to apply the skills they learned through coaching to new situations and challenges within the simulation, indicating a generalisation of learning.
4. Team Processes: The researchers observed improvements in team communication, coordination, and problem-solving strategies, which contributed to the enhanced performance.
5. Individual Benefits: Team members reported increased job satisfaction and felt more confident in their abilities to work effectively as part of a team.

The authors concluded that team coaching, when based on sound behavioural principles and tailored to the specific needs of the team, can lead to significant and lasting improvements in team performance. They emphasised the importance of providing specific, timely feedback and focusing on observable behaviours rather than abstract concepts.

This study is particularly valuable because it used a controlled experimental design in a simulated work environment, allowing for more precise measurement of the effects of team coaching than is often possible in field studies. However, the authors also noted that further research would be needed to confirm these findings in real-world organisational settings across various industries and team types.

Why Team Coaching is Gaining Popularity

Because of a building evidence base, such as the research above, the use of team coaching is growing steadily. According to a 2022 study by the International Coach Federation (ICF), 63% of organisations reported using team coaching, up from 51% in 2019. This significant increase highlights the growing recognition of team coaching's value. Team coaching is becoming increasingly popular for several reasons:

1. Adaptability to change: In a fast-paced business world, teams need to be agile and responsive. Team coaching helps foster this adaptability.
2. Enhanced collaboration: As work becomes more interdependent, effective teamwork is crucial. Team coaching improves communication and collaboration skills.
3. Holistic performance improvement: Unlike individual coaching, team coaching addresses collective dynamics and performance.
4. Support for hybrid and remote teams: With the rise of flexible work arrangements, team coaching offers a way to maintain cohesion and alignment.

When to Use Team Coaching

Team coaching can be particularly effective in the following scenarios where an organisation needs to impact the performance of an in-tact team.

During organisational changes or restructuring, team coaching can be invaluable. These periods often bring uncertainty and stress, which can impact team dynamics and performance. A team coach can help guide the group through the transition, addressing concerns, clarifying new roles and responsibilities, and fostering a sense of unity. By providing a safe space for open dialogue, the coach can help the team navigate the challenges of change, maintain morale, and quickly adapt to new structures or processes. This support can significantly reduce the productivity dip often associated with major organisational shifts.

When forming new teams or integrating new members, team coaching can accelerate the team's development and cohesion. The coach can facilitate activities that help team members understand each other's strengths, working styles, and perspectives. This process can help shorten the 'forming' and 'storming' stages of team development, allowing the group to reach the 'performing' stage more quickly. For new members joining established teams, coaching can ensure a smooth integration, helping both the newcomers and existing members adjust their dynamics and leverage new skills and viewpoints effectively.

To improve team performance and productivity, team coaching offers a structured approach to identifying and addressing areas for improvement. The coach can help the team assess its current performance, set clear goals, and develop strategies to achieve them. This might involve enhancing decision-making processes, improving time management, or developing more effective meeting practices. By focusing on both individual contributions and collective efforts, team coaching can unlock synergies and drive significant improvements in overall team output and efficiency.

To address conflicts or communication issues within teams, a team coach can provide invaluable mediation and skill-building support. Conflicts, if left unresolved, can severely impact team morale and productivity. A coach can help team members understand the root causes of conflicts, develop empathy for different perspectives, and learn constructive communication techniques. By fostering an environment of open and respectful dialogue, the coach can help transform conflicts into opportunities for growth and improved understanding, ultimately strengthening team relationships and collaboration.

To align teams with organisational goals and strategies, team coaching can bridge the gap between high-level objectives and day-to-day operations. Often, teams can become disconnected from the broader organisational context, leading to misaligned efforts or lack of motivation. A team coach can help the team understand how their work contributes to larger organisational goals, fostering a sense of purpose and direction. The coach can also facilitate discussions on how to translate organisational strategies into actionable team objectives, ensuring that the team's efforts are always in service of the company's broader mission and vision.

A study by Microsoft found that 70% of workers want flexible remote work options to continue, while 65% crave more in-person time with their teams. This tension highlights the need for effective strategies to support hybrid teams.The shift towards hybrid work models has introduced new challenges for teams. We explored these challenges in detail in our recent client webinars on this topic here.

Some of the challenges faced uniquely by hybrid teams includes:

1. Communication barriers: Reduced face-to-face interaction can lead to misunderstandings and decreased informal communication.
2. Unequal participation: Remote team members may feel less engaged or struggle to contribute effectively in meetings.
3. Work-life balance: Blurred boundaries between work and personal life can lead to burnout and decreased productivity.
4. Technology adoption: Teams must adapt to new tools and platforms for collaboration and communication.
5. Cultural cohesion: Maintaining a strong team culture and sense of belonging can be more challenging in a distributed environment.

Why Team Coaching is Uniquely Positioned

Team coaching is particularly well-suited to address these challenges for several reasons:

Customised approach: Team coaches can tailor their interventions to the specific needs and dynamics of each team.

Focus on collective intelligence: Team coaching harnesses the power of diverse perspectives and experiences within the team.

Real-time problem-solving: Coaches can work with teams to address issues as they arise, promoting continuous improvement.

Development of self-coaching skills: Team coaching empowers teams to identify and solve their own challenges over time.

Alignment with organisational goals: Coaches can help teams connect their work to broader organisational objectives, increasing motivation and engagement.

As organisations continue to adapt to the new world of work, team coaching offers a powerful tool for HR professionals to support and develop high-performing teams. By addressing the unique challenges of hybrid work environments and fostering collaboration, communication, and alignment, team coaching can help organisations thrive in an increasingly complex and dynamic business landscape. Based on the current state of team coaching research and the evolving nature of work, there are several areas that coaching psychology researchers should focus on for future research into team coaching. Here are some key directions:

1. Long-term effectiveness studies: While studies like Komaki et al. (2008) have shown short-term benefits, there's a need for more longitudinal research to understand the long-term impacts of team coaching. Researchers should investigate how the effects of team coaching persist over extended periods, perhaps years after the intervention, and what factors contribute to sustained improvements.
2. Virtual and hybrid team coaching: With the rise of remote and hybrid work, research should focus on the unique challenges and opportunities of coaching teams in virtual or mixed environments. This could include examining the effectiveness of different virtual coaching tools and techniques, and comparing outcomes between in-person, virtual, and hybrid team coaching approaches.
3. Cross-cultural team coaching: As organisations become increasingly global, research into the effectiveness of team coaching across different cultural contexts is crucial. This could involve studying how cultural differences impact team dynamics and how coaching approaches may need to be adapted for multicultural teams.
4. Measurement and ROI: Developing more robust methods for measuring the impact and return on investment (ROI) of team coaching would be valuable. This could include creating standardised assessment tools and exploring ways to quantify the broader organisational benefits of team coaching beyond immediate team performance metrics.
5. Integration with other interventions: Research could explore how team coaching can be effectively combined with other organisational development interventions, such as leadership development programmes or organisational change initiatives, to maximise overall impact.
6. Coach characteristics and training: Investigating what specific skills, experiences, or characteristics make team coaches most effective could inform coach selection and training. This might include comparing different coaching styles or backgrounds and their impact on team outcomes.
7. Team coaching in specific contexts: More research is needed on the application and effectiveness of team coaching in various specific contexts, such as agile teams, project teams, or executive leadership teams. Each context may present unique challenges and require tailored approaches.
8. Psychological safety and team coaching: Exploring the relationship between team coaching and psychological safety could be fruitful. Research could investigate how coaching can foster psychological safety within teams and how this, in turn, affects team performance and innovation.
9. AI and team coaching: As artificial intelligence continues to develop, research into how AI could supplement or enhance team coaching practices could be valuable. This might include studying AI-assisted coaching tools or exploring how AI could be used to provide real-time team performance analytics.
10. Neuroscience and team dynamics: Incorporating neuroscience research to understand the neurological underpinnings of team dynamics and how coaching interventions affect brain function in team settings could provide new insights into effective coaching practices.
11. Coaching for team resilience: Given the increasing pace of change in many industries, research into how team coaching can build team resilience and adaptability would be particularly relevant.
12. Ethical considerations: As team coaching becomes more prevalent, research into the ethical challenges and best practices specific to team coaching contexts would be beneficial for guiding practitioners.

These research directions would contribute to a more comprehensive understanding of team coaching, its applications, and its impact in the modern workplace. Such research could significantly inform and improve team coaching practices, ultimately leading to more effective teams and organisations.

Reference:

Komaki, J. L., Desselles, M. L., & Bowman, E. D. (2008). Definitely not a breeze: Extending an operant model of effective supervision to teams. Journal of Applied Behavioral Science, 44(4), 427-452.

If you are interested in learning more about how BOLDLY can support your organisation with team coaching find out more here, explore our website or write to us at connect@boldly.app.

About the Author:

Alexandra Lamb is an accomplished organisational development practitioner, with experience across APAC, North America, and MENA. With 20+ years in professional practice, conglomerates, and startups, she has collaborated with rapid-growth companies and industry innovators to develop leaders and high-performance teams. She is particularly experienced in talent strategy as a driver for business growth. Drawing from her experience in the fields of talent management, psychology, coaching, product development, and human-centred design, Alex prides herself on using commercial acumen to design talent solutions with true impact.