Real stories featuring real clients...
Auckland Transport - building connection
This team of engineers was formed just before COVID hit, and as a result they never really had the opportunity to connect or bond, tending to stick to their silo’s.
The style of team coaching I offer, tailored to the team and environment, appealed to the leader and I was asked to help.
After I worked with them, the team noticed the way they interacted with each other had changed. They enjoy spending time together, valued learning from each other, solving problems together, communicated better and collaborated more.
Auckland Transport - creating a buzz
The Creative team's remit was providing advertising and graphic design functions, mostly outsourced prior. The talented and energetic team weren't meeting expectations, tied up with process issues and delivery delays.
Team coaching work focused on senior members of the team. Despite initial resistance, within a short time collaboration and delivery improved. A team member said "it felt like we had been given permission to contribute and share leadership."
The entire Cretaive team was buzzing!
Chris found renewed confidence. “I can do this" replaced
“What would you do?”
Chris - when leadership blossoms
Chris was a fantastic Creative Director. He was less fantastic about being a confident, collaborative leader who could delegate effectively. He struggled to find time to do what he did best - inject creativity.
After I worked with Chris his team was more collaborative, receptive to delegation and happy to share the load. Delivery strengthened, stakeholder feedback was glowing, and Chris set aside a day each week for long-term creative thinking. His team was buzzing, gaining one of the highest engagement scores within their organisation.
Chris blossomed!
Michael - growing teams from the roots up
Michael wanted his team to develop a “modern leadership philosophy based on trust and collaboration, rather than traditional managerial effectiveness.” However his own leadership style was directive, hub-and-spoke - far from the collaborative approach he envisaged for his team.
I supported Michael with building a bespoke leadership model. Michael said in the past he had “applied a consistent, authentic leadership style in all situations. This work helped me realise I had five leadership styles. The key was building self-awareness to enable me to select the style that most appropriately matched the circumstances.” A significant transformation that not only benefited Michael, but also his team and C-suite colleagues .
"Understanding the
critical role a leader plays in team change is one of the
most significant things I learnt."
Video #1
Why take the team on a
development and coaching journey?
Video #4
What is the leaders role?
Video #7
How did the leader change over the journey?
St John - new team, big goals!
Who better to tell you about the development journey of a team I worked with than the client himself! Gary Connolly (Deputy Chief Executive Finance and Insights, St John New Zealand ) talks about his own and his team's growth journey in the following series of 10 short videos.
This case involved a new leadership team, established post restructure. Team members had varying degrees of leadership and technical experience, most were new to leadership roles, and all were new to this new team. The team's environment was extremely challenging with multiple streams of system and process changes in play, while embedding the new structure and establishing their new roles - all at the same time.
Hear what Gary has to say about changes he noticed in the team and himself.
Use of these videos outside of this website is prohibited
without express permission of Grow to be Limited.
Video #2
Why use an internal coach?
Video #3
How did the team take up the process?
Video #5
How important is the relationship
between leader and coach?
Video #6
How did the team change over the development journey?
Video #8
How was success measured?
Video #9
What were the learnings?
Video #10
What is next for the team?
This case study is the combination of two independent pieces of work. One by Dr Colm Murphy, examining the effectiveness of team coaching in relation to three teams in one organisation, and my own work with one team over a three-year period.
Hear what Colm and I have to say in this series of videos, or download the
resources below. We talk about what we found, why it happened and important implicatiations for leaders of organisations, team leaders, OD/HR and change professionals, teachers of coaching, and team coaches. We've also included suggestions on how tsunamis can be encouraged across organisations.
Use of these videos outside of this website
is prohibited without express permission of
Grow to be Limited.
Copywrite ©, April 2024, C Murphy & H. Zink, all rights reserved
Waves of Team Coaching (C)
There is increasing evidence that team coaching creates wide reaching waves of growth across organisations and stakeholders.
Video #1
Setting the scene
Video #2
What benefits?
Video #3
Why it happened?
Video #4
Implications for team coaches
Video #5
Implications for organisations