Versity (latin origin):
To adapt, to change, to grow, to be versatile
Team Coaching
Using our Team Diagnostic Assessment and Belbin’s Interplace to assess current team performance and team roles, we work with organizations to improve performance through a specialized focus on team interaction. Our philosophy is simple: Outstanding results require sound strategy and superior execution. These can only be realized with effective interaction amongst team members.
We specialize in improving individual, team and organizational performance by developing sound communication, optimizing individual contributions and enabling productive team and cross-team collaboration.
With our Team Assessment and Development process, your organization can expect:
- Better, faster decision making
- Alignment and ownership of decisions
- More effective, productive meetings
- Maximized contributions from every team member
- Productive conflict resolution, instead of conflict avoidance
- A common language for addressing difficult issues
Team development, however, is not a quick fix; is a journey that takes place over a period of time based on four possible interventions namely: team coaching, one on one coaching, facilitation (modeling team effectiveness behaviours) and team training in targeted areas.
VERSITY offers a range of workshops that can be very beneficial to leadership team development. (Please see our Modular Workshops for more information on each of these workshops).
Our Team Development Road Map
When thinking of team development, we think in terms of a Change Roadmap that consists of four phases. Each stage represents the work required to support successful team learning and development.
Stage 1: The Analysis Phase
The purpose of this phase is to understand the team’s strengths and development needs. This is the most important phase of the process because if we get this wrong all other work becomes redundant. It therefore (ideally) involves multi party, multi method input so as to see the team’s performance through several lenses.
Ideally, we would want to gather information from the following sources:
- Self analysis and self description based on the Team Diagnostic Survey and Belbin’s Team Roles
- One on one interviews with key stakeholders (e.g. peers, staff, board)
This level of assessment and analysis would provide you with a very clear picture of you current team strengths and development needs.
Stage 2: The Design Phase
The purpose of this phase is to determine the team’s needs for change and to create a clear picture of your desired future. This includes setting SMART + Q goals (Specific, Measurable, Attainable, Relevant and Realistic, Time based, and Quality) and accountabilities for improvement.
- Key deliverables and methods of measurement are agreed upon.
- Discuss and agree upon how to involve ‘the system’ to support change.
In addition, this phase includes analyzing and determining how to manage any restraining forces that might influence the change process.
Stage 3: The Implementation Stage
The work of the Implementation phase involves putting in place the new skills, competencies, feelings, thought processes, work processes, procedures, structures and systems that are required to achieve your team’s SMART + Q goals.
Stage 4: The Sustain Phase
The fourth phase of the change process is about ensuring that the new skills, processes, methods and behaviours stick and the team does not slip back into old ways of doing things.
In this phase, the focus is on monitoring how you are coping with new methods and behaviours, providing coaching and support, and recognizing your individual and team achievements.
In this phase, systemic support and clear measurements and accountability are critical for success.