7 Ways Team Coaching Goes From Nice To Necessary

Who is Coaching Your Team?
How can we optimize performance and ensure success? The Intertwine Group has researched the reasons why teams need coaches. This included looking at critical factors for customer-facing teams such as sales, customer service, and marketing. We could be the leader of our business division – like the general manager of a baseball team – and who is leading our team on the field or in the clubhouse?

Teams need coaches and here’s 7 reasons why:

1. Prioritization: We live in an information age and we’re constantly being bombarded by data. For peak performance, we need to filter that data and prioritize. It is critical to separate busy tasks from important ones. By its nature, being busy looks important, but they are not the same thing. How many meetings have 15 people, when only 3 people are required? Don’t mistake activity for achievement. When leaders are plunging ahead, they really need a voice and a coach to help align what’s necessary away from what’s just noise. Another pair of eyes is invaluable.

2. Focus: Many people are like squirrels in search of their next nut. Having someone to keep them on the right path is vital. It is just so tempting to go chase something; it’s harder work to remain steady and resolute. Having someone alongside them to keep them focused is essential.

3. Motivation: Work is hard, tiring and at times frustrating. A coach breaks things down into milestones and “chunks”, allowing progress to be seen and felt. They push and support to maintain the needed drive. Coaches can also help make the environment safe, motivating, and fun – which all leads to better productivity.

4. Accountability: Personal accountability is key. Everyone struggles at times to do what they intend or say they will do. It is helpful to have a coach and process in place to ensure that people are held to their commitments and responsible for their deliverables.

5. Improvement: Create the right daily habits. “An apple a day keeps the doctor away.” Many of us have replaced that apple with a Donut! Bad habits form and solidify. We can use coaching input as a mirror, reflecting back good habits in their early stages and helping the individual determine steps that can be taken for further improvement. It’s key to driving optimum performance.

6. Validation: At the end of the day, we all want the same thing – to be heard, cared for, valued, and respected. Busy leaders who are also functional managers can fail to find time to validate their team members.That lack of affirmation or inspiration can be demoralizing and deflating.

7. Retention: When individuals know they have the support and are also appropriately pushed and challenged, they feel more fulfilled. Further, well-coached people perform better and performance is typically rewarded, which also lends to higher retention rates.

Good coaching!


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