Team success takes trust.
Rebuild a culture of trust, emotional resilience, and shared vision with your team.
When working with you and your team, Rare Transformation becomes more than a customer-supplier relationship.
We are your experienced partners in the transformation of your culture and leadership.
The SOAR model of inquiry is utilized to design team engagements.
Strengths – What are the strengths of the organization, specifically the team?
Opportunities – What are the opportunities for growth and maturity for the organization and the individual team members?
Aspirations – What are the dream, hopes and desires of the senior leader and members of their team for the organization and the people it serves?
Results – What are the desired outcomes or results that could be measured to demonstrate a successful engagement of transformation?
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It is best to begin with a coaching engagement with the senior leader to enhance their resilience and create the journey they want to take the team on.
When you want to shift a culture or a team dynamic, there is a discovery process in the coaching engagement that helps create the vision and invites the team to participate in the journey of:
> growing their resilience
> enhancing their relationships
> improving conversational skills
> and creating a sense of belonging in their teams.
Team members must be willing to engage and participate in the process wholeheartedly. There must be some reward and pay-off for the investment of time and energy for themselves as well as the greater team and organization.
When creating team consensus and belonging, relational ruptures must be addressed. Teams may need to have honest and authentic conversations about what happened and what needs to be repaired. What is in it for the team member to be committed to the transformation process?
Emotional Intelligence + Resilience Assessments
360degree feedback questionnaires
Conversational Intelligence — C-IQ to improve conversational quality and optimize relationships & trust.
The PERILL Model approaches teams and team coaching from a complex, adaptive system perspective:
P – Purpose and motivation — what the team is there to do
E – External processes, systems, and structures — how the team is interrelated with multiple stakeholders
R- Relationships — how people work together internally, including psychological safety
I – Internal processes, systems, and structures — how clear are roles and decision making processes
L - Learning — the team’s ability to respond to its changing environment and maintain growth
L - Leadership — how functions of leadership are addressed by the team
> Help the team become honest with itself
> Defining the team purpose and priorities
> Understanding the environment and culture
> Understand the team processes
> Identifying and tackling barriers to performance
> Building the capacity to manage conflict positively
> Building the team learning plan
> Building team trust and collective self-belief
> Equipping the team to coach itself
Rare Transformation believes senior leaders need to have a strong grounding in a 1:1 coaching experience prior to team coaching.
Rare Transformation can help you to become the team coach.
Team coaches require a good understanding not just of coaching basics, but of team dynamics and team psychology, of collective decision making, of systems theory. They also need supervision.
Is it time to take your team's trust, resiliency, and growth to the next level? I'd love to have a conversation with you about Rare Transformation's team coaching.
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