Team Coaching

supporting teamwork and helping to jointly analyse and resolve, difficult situations that arise within the team.

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Team coaching to help all człons.

1

Build working agreement in this team.

2

Resolve difficult situations that have not yet been clarified ​in this team or with other teams.

3

Use individual resources for the benefit of the whole team.

What is

team coaching?

In unfavourable situations the way to new experiences opens up. Those who want to reach new shores must go beyond existing possibilities and create true visions

- Micheline Rampe

Sometimes we think that it is enough that we are employed in the same team to achievé. common goal and work well togetheŕ. ​We experience disappointment every time, ​ When it is different, when it is difficult, there are ​̨ conflicts.​

When we do team coaching, we address how to make the team function better as a whole. Team coaching is an excellent complement to training, as allows leaders to learn quickly how to work efficiently a functioning team that does not generate losses.

The series of team coaching meetings consists of:

  • individual meetings with each człon of the team and the leader before the actual cycle begins in the team coaching sessions
  • preparation of 1 team coaching session with the team manager
  • team coaching meetings (approx. 6 meeting sessions)
  • implementation task between team coaching meetings
  • summarise the team's work in the previous team coaching session and prepare for the next session

Increase efficiency with a team coach

 

Team coaching it is a process developmentin which team coach supports the team in achieving goals, improving communication and building a culture of collaboration. With the standards set by EMCC and obtained accreditation, working with a coach becomes transparent and effective. During the team coaching sessions elements are used facilitation, tools group and coaching processeswhich strengthen leadership, raise competences and support the development of the entire team. It is also crucial to supervisionwhich improves the quality and ethics of coaching work and ensures proper understanding of the role of the coach in the organisation.

Why us?

Programme

The solutions we propose to you are based on our knowledge of the relevant industry, the language of customer conversations and a thorough understanding of the company's assumptions, strategy and philosophy. We do not impose our solutions.

Practice

We will work out the training and proposed service standards with the people working in your company - this will make your employees feel comfortable and able to use such a developed system, without internal resistance.

Experience

Since the beginning, the service of our clients has been the subject of constant attention and care, because we are not only teachers but also practitioners. We have searched for the best solution for ourselves, which on the one hand expresses attentiveness and commitment to the client, and on the other allows us to do our work with lightness and satisfaction.
Managing a team, understanding other people's problems and points of view facilitates collaboration and increases efficiency. Przyszło us, we live in an age of many crises that, like never before, require us to understand our reactions and other people's behaviour. Now understanding the causes of human behaviour is within reach!

Training programme

  • Presentation of the model of five logical levels;
  • A model for inviting the client to a shared diagnosis;
  • Diagnosis and intervention tools at the level of the organisation's culture;
  • Diagnosis and intervention tools at procedure and process level;
  • Diagnosis and intervention tools at the relationship level in teams;
  • Diagnosis and intervention tools at the individual level;
  • Work based on a case study;
  • Simulation of conducting a diagnosis of an organisation or team;
  • Planning and selecting interventions towards the client.

Module 2 training programme:

  • Receive an effective tool for diagnosing organisations and teams;
  • Supervision of diagnoses carried out;
  • Obtaining feedback;
  • Complementary knowledge from selected pieces of Transactional Analysis knowledge;
  • Working with the client based on a parallel process and counter-transfer.

Feedback from participants

Marzena
Rosler-Borakiewicz

HR Master is not a short training course after which you experience an intense fascination that lasts for several weeks. It is a challenging journey during which you learn the individual elements of transactional analysis. You have time to understand it, practice it, so that you can apply it naturally in your daily work. After this training, your work in HR takes on a new look. By choosing to work with the Meeting Group, your organisation and you will develop your potential without losing your character. You will develop a direction for change that is in line with your business philosophy, and which will allow you to organise and name the processes taking place in your organisation. The Meeting Group's trainers don't just teach about AT, they apply AT and during each HR Master module they show you that it works.
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Anna
Jacznik

Transactional analysis is my favourite communication theory - easy to understand and apply even for people without a psychology background. Participating in a year-long intensive course in transactional analysis for HR professionals (HR Master) allowed me not only to see the processes happening in the company in a broader context and to learn effective tools for interviewing employees, but also to structure my role in the organisation.
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Magdalena
Dzikowska

I have searched for a long time and have almost lost faith in finding a people management development programme that is grounded in a foundation/theory/true knowledge/reliable basis that is recognised, trusted (and I know a little bit about), while providing such highly practical tools and methods for the HR professional. This focus on the challenges, issues and tasks we face when working in HR roles is something unique. It can be seen in the design of the entire programme, the cases and tasks we discuss and the care taken in selecting participants ???? It's tailored to a well-heeled HR role. I come back from each congress with some work-life topics, reflections or ideas, because in addition to the professional context, the HR Master is also the basis for many - important for me - personal discoveries and self-development.
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Our experience and years of practice in numbers

3

books published on our initiative

24

years of business experience

105

companies we have worked with
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Frequently asked questions

Find out the answers to the most frequently asked questions from our training participants

Since the pandemic, we make 1 online appointment - usually with the HR Manager (HRBP) and the manager of the team/area concerned (leader, director respectively).
This meeting primarily serves to understand the client's situation, context and needs analysis.

The method of financing the training is agreed on an individual basis as part of a jointly developed training contract. Usually a VAT invoice with a 14-day payment period is issued after each activity carried out for the client.

Team coaching is not about imparting knowledge in the form of a lecture. It is a process based on team coaching sessions, where the coach, through facilitation, supports the team in working out solutions independently, developing cooperation and improving communication.

It is not a formal requirement, but accreditation provides a guarantee that the coach has proven competence, experience and operates in accordance with the ethics of an international coaching organisation.

The most commonly perceived benefits are strengthened leadership, a better understanding of the coaching and leadership role in the team, more effective decision-making and higher efficiency in achieving goals. Team coaching also promotes better utilisation of the potential of each człon of the team and building a culture of collaboration.

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