Team Coaching

“Coming together is a beginning. Keeping together is progress. Working together is success”

Henry Ford

Teams struggle to gel due to shortcomings in leadership, direction, skills, and governance. It doesn’t help when they have to operate in siloed organisational structures.

How does it help your organisation?

Increases

accountability as you establish clear roles and responsibilities, and team members take ownership of their deliverables.

Enhances

collaboration through focusing on improved team dynamics and relationships.

Improves

problem-solving and decision-making as the team analyse challenges and come up with creative solutions collectively.

Builds

a high-performance culture, ensuring that your teams are resourced and well set up for success.

COACHING FOCUS

Knowledge

What do I need to learn? What are the important technical and cultural aspects of my environment?

Boss

How do I engage with my boss so that we both have a shared interpretation on what my success looks like?

Delivery

What should I focus on achieving in order to build credibility?

Team

How should I build and manage the team whose support is crucial to my success?

Peers

How do I build the networks and alliances that will help me identify and navigate the corridors of power?

Self

What routines do I need to develop in order to refresh and recharge?

Who is Team Coaching for?

Executive
Leadership Teams

who want to improve their focus and alignment and make strategic decisions collectively.

Cross-Functional
Teams

who need to improve collaboration and coordination as they work towards a common goal.

Business
Development Teams

who have to collaborate with a range of internal and external stakeholders in order to win large contracts.

Project
Teams

who require role and outcome clarity as well as improved internal dynamics.

HOW IT WORKS

Diagnosis and Assessment

1. Discovery

We meet the team leader and sponsor to assess the need for team coaching and whether it is appropriate. We also discuss whether we – coach and team – are a good “match”.

2. Evaluation

Through a series of interviews and surveys we gather as much information as possible. We evaluate the team’s current condition and identify relevant gaps.

3. Feedback

We feedback the key themes to the team members. We discuss the important issues to address and agree on who we will do so.

Design, Delivery and Completion

4. Workshop Design and Delivery

We design and deliver the team coaching plan. This could involve sessions that take place once a month for a period of six to eight months. The interventions are practical and focused on the team’s operational environment.

5. Completion

We review the programme – learning and results – with the team and sponsor and plan the next steps.

Developing clear approaches to the complex issues

My name is Dara Lawlor. I’m a business consultant and executive coach. I work with both early-stage and established SMEs who employ a minimum of 20 people. I’m known for helping them build healthy businesses through winning the right contracts and some of them have sold their businesses as a result. My work with the leaders of SMEs involves resourcing them so that they can step away from tactical operations to focus on the strategic work of growing the business. This involves developing them and their teams so that they can build solid foundations to make clear and powerful offers to the market that leads to a vibrant and growing business.

SMEs are the real engine of the economy and the key to a nation’s vitality. They can spring from a garage, the mind of a returning emigrant or indeed that of a newly arrived immigrant. They provide a path, build careers, feed families and develop their surrounding communities.

If they are adequately resourced and supported, their leaders will be able to build the confident, nimble and resilient organisations that our nations need.

I’m a keen sportsman, and the lessons I’ve learned from participating in numerous triathlons inform my approach to supporting my clients so that they are fit to win.

Testimonials

Dara has been working one-to-one with a number of my senior team over the last year and a half. He has steadily built their leadership capabilities and as a result has accelerated their careers – some to the extent that they are now ready to assume even more responsibility. I highly recommend him.

Stephen Murphy

Head of Service Delivery, Circet Ireland & UK

Dara has been working with key members of our team, equipping them with new levels of confidence and preparing them for the next levels of responsibility within our small organisation. His work has been seminal, both for the individuals concerned, and their contribution to our company’s future. I unreservedly recommend him as an empathetic coach who helps professionals clarify personal mission and vision, find and focus their mojo and, ultimately, make a difference.

Pádraic Gilligan, Managing Partner

SoolNua

Dara was a port in a storm as I began a new role in a new industry. He was quick to engage and establish a relationship of trust and support. Every time we met he steered me through known and unknown issues at hand, and helped me move forward with tangible plans and confidence. His own wealth of senior experience in people, projects and challenges was a key differentiator as a coach and I would thoroughly recommend him.

Senior Executive

Government Agency

I gave Dara an employee who showed great potential but who lacked an understanding of the mechanisms of business. He gave me back a probable leader who has taken the lid off her perceived limitations and grown in stature in the eyes of those who matter to her career progression.

Kieran Killeen, Managing Director

Marketing Network Group

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