Nov 13 / Dr. JimiBeth Myers, PCC

When and Why to Choose Team Coaching: Effective Strategies for HR Leaders

When and Why to Choose Team Coaching: Effective Strategies for HR Leaders

In today's business landscape, the demand for high-performing teams is at an all-time high. With organizations facing complex challenges like reorganization, increased remote work, and ambitious business goals, the focus has shifted toward developing resilient and collaborative teams. This is where team coaching emerges as a powerful tool, uniquely suited for intact teams seeking enhanced alignment and effectiveness. While group coaching is highly effective for cross-functional development and leadership cohorts, team coaching hones in on the specific needs of an intact team, helping them leverage their collective strengths and improve communication, collaboration, and accountability.

What Is Team Coaching?

Team coaching goes beyond individual development, focusing instead on how team members work together to achieve shared objectives. The International Coaching Federation (ICF) defines team coaching as coaching that “maximizes the collective talents and resources of the team to accomplish and exceed organizational goals.” According to Thornton (2010), team coaching involves “coaching a team to achieve a common goal, paying attention both to individual performance and to group collaboration and performance.” This distinction underscores the purpose of team coaching: to improve team alignment and cohesion, making it ideal for addressing shared challenges within a single, intact team.

The Benefits of Team Coaching

Research shows that effective team coaching yields substantial benefits for both individuals and the organization. Forbes (2024) highlights that team coaching helps to build trust, foster open communication, and create an environment of psychological safety, all of which contribute to improved team performance. Additionally, Woudstra (2018) points out that “relational team coaching puts connectedness and collaboration at the heart of team effectiveness.” This relational focus fosters a more cohesive team environment, which is especially beneficial for teams navigating rapid change or challenging projects.

  • Enhanced Team Performance and Accountability
    In team coaching, members are encouraged to focus on both individual and group responsibilities. This dual focus ensures that each team member contributes to overall team goals while also staying accountable for their personal performance. As Thornton (2010) notes, team coaching is about balancing individual contributions with group collaboration, fostering a sense of collective ownership.
  • Improved Communication and Collaboration
    Team coaching emphasizes open communication, helping team members develop stronger interpersonal skills that are critical for working together effectively. Woudstra (2018) states that relational team coaching emphasizes “connectedness and collaboration,” essential elements in today’s dynamic work environment. This focus reduces misunderstandings, builds trust, and encourages empathetic interactions, all of which contribute to a more harmonious team environment.
  • Greater Cohesion and Psychological Safety
    When team members feel comfortable sharing their perspectives and ideas, they are more likely to collaborate effectively. According to Forbes (2024), team coaching fosters psychological safety, creating a space where members can openly discuss challenges and receive constructive feedback. This approach encourages a culture of continuous learning and adaptability, which benefits the organization as a whole

When to Choose Team Coaching vs. Group Coaching

Determining whether to invest in team coaching or group coaching depends largely on the goals and structure of the team involved. Each approach has unique benefits, and understanding when to use each can significantly enhance outcomes.

  • Group Coaching Scenarios:

  • Cross-functional Teams: Group coaching is ideal for cross-functional teams where members may have diverse roles but share common learning objectives. This approach helps break down silos and encourages collaboration across departments (Coaching Foundation, 2023).
  • Shared Training Cohorts: Group coaching is well-suited for employees who have completed the same training or strategy program. This allows them to reinforce their learning by discussing shared challenges and insights in a supportive environment.
  • Developmental Groups with Common Goals: For groups that share a broad objective—such as enhancing leadership skills or improving communication—group coaching offers a collaborative platform where members can learn from each other’s experiences and perspectives.

  • Team Coaching Scenarios:

  • Intact Teams Post-Reorganization: When teams are restructured, team coaching helps establish new norms and roles, creating a unified vision for moving forward.
  • Geographically Dispersed Teams: Remote or geographically dispersed teams often benefit from team coaching, which fosters stronger virtual connections and builds alignment.
  • Teams Facing High Conflict: For teams experiencing conflict, team coaching provides a structured approach to address interpersonal challenges, helping rebuild trust and promoting open dialogue.
  • Teams with Ambitious Goals: When teams are tasked with achieving particularly challenging goals, team coaching aligns members around the strategy, goals, and steps necessary for success.

Building a Sense of Belonging Through Team Coaching

Belonging is an increasingly critical factor in employee retention. Research by McKinsey (2021) shows that 51% of employees leave their jobs due to a lack of belonging, emphasizing the importance of creating an environment where team members feel valued and connected. Team coaching helps cultivate this sense of belonging by fostering a space where members can build relationships, share experiences, and support one another in achieving their goals. This sense of camaraderie leads to higher engagement and lower turnover, ultimately benefiting the organization.

The Business Impact of Team Coaching

The impact of team coaching extends beyond individual teams. According to Wageman (2008), a study of 120 global leadership teams found that only 21% achieved outstanding results, while 42% performed poorly and 37% delivered mediocre results. This data highlights the challenges organizations face in developing high-performing teams. Team coaching directly addresses these challenges by providing teams with the tools and strategies needed to enhance alignment, performance, and resilience.

Team coaching also provides a significant return on investment (ROI). Research from the International Coach Federation (ICF) suggests that companies investing in coaching see an average ROI of seven times the initial investment. This impact is amplified in team coaching, where multiple employees benefit simultaneously, creating a ripple effect that enhances both team performance and organizational outcomes.

Conclusion

Team coaching is a strategic investment for HR and L&D leaders looking to develop resilient, high-performing teams. By focusing on the dynamics within intact teams, this approach builds alignment, fosters trust, and drives collaborative problem-solving, all of which contribute to better performance and organizational success. Whether you’re supporting a restructured team, a dispersed group, or a team tackling high-stakes projects, team coaching provides the tools and structure needed to help them succeed.

To learn more about how team coaching can benefit your organization, visit our website or connect with us to discuss a tailored coaching strategy.

References
  • Bonneywell, S. (2017). International Journal of Evidence Based Coaching and Mentoring.
  • Carr, C., & Peters, J. (2013). Team effectiveness and team coaching. In D. Stoffels & E. de Haan (Eds.), Relational team coaching. Routledge.
  • Coaching Foundation. (2023). What is the difference between group coaching and team coaching?
  • Forbes. (2024). How to Harness the Power of Team Coaching.
  • McKinsey. (2021). ‘Great Attrition’ or ‘Great Attraction’? The choice is yours.
  • Thornton, C. (2010). Group and team coaching: The essential guide. Routledge.
  • Wageman, R. (2008). Senior leadership teams: What it takes to make them great. Boston: Harvard Business School Press.
  • Woudstra, M. (2018). Relational team coaching. Routledge.