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Foundation Certificate in Team Performance Coaching

Overview

The Foundation Certificate in Team Performance Coaching (FCTPC) will be offered to support Leadership Development and internal coaches. The FCTPC was developed by one of our experienced and accredited coaches in 2015 as a means of building internal team coaching capabilities within a Finnish consulting firm. It was adapted from a longer programme also designed and delivered to develop NHS coaches in the East Midlands Leadership Academy. FCTPC is accredited by International Coach Federation (ICF) and participants are awarded 15 CCEUs (Continuous Coach Education Units). At present, EMCC’s accreditation extends only to individual coaching, and the only current professional coaching body to recognise team coaching within its frameworks is ICF, a global coaching body headquartered in the USA.

Since 2015, it has run a number of times as an open programme for a mix of internal and external coaches, as well as non-coaching project managers looking to apply an understanding of team development and group dynamics to their work. Other applications being explored include using FCTPC to develop team coaching skills to internal consultants within local authority to support them in developing systems leadership internally through a team coaching approach.

Design & Rationale

A key challenge of running team coaching training is that there is rarely a live team on which to practice skills, unlike in 121 coach training, where participants can readily practice with each other. As a result, many team coaching programmes tend to focus on developing a theoretical understanding of team coaching, with the hope that participants will at some point be able to source teams outside the workshops to practice with. Experience indicates that when there is a long gap between a programme and opportunities to practice that participants lose confidence in applying skills and knowledge.

With this in mind, FCTPC’s methodology relies on a team coaching approach to developing team coaching skills. As far as possible, the 2-day programme is run as a team exercise to role model the skills, knowledge and behaviours which team coaches need to apply in real-time.

In practice, this involves:

  • Consulting with key sponsor(s) to understand broader needs for team coaching (e.g. systemic, performance, team effectiveness, new teams etc)
  • Facilitator doing 121 interviews with all participants in advance, to manage expectations, establish needs, gather data about the context for development;
  • Participants will be given a Team Coaching resource pack as pre-reading, containing a wide range of team models, tools and approaches so that they can start to apply them to the learning on the workshop (to minimise the need to ‘teach’ models during the programme, and to build a shared understanding of key approaches)
  • Sharing a summary of the group’s data on the first workshop day, shared analysis of data with the aim of creating a ‘team’ learning agreement for the 2 days to model contracting around focus and team behaviours;
  • Identify team tasks which will support learning around 3 core outcomes (see next section), and invite participants to take turns to make team coaching interventions so they can practice in real-time
  • Frequent ‘time-outs’ by the facilitator (acting as team coach) to pause the process and help the group to reflect on the team dynamics through the lenses of different models which participants have had in their pre-reading (e.g. around team development, team performance etc).
  • ‘Checking in’ and ‘checking out’ before and after larger units of work to role-model team coaching process;
  • Opportunities for peer / small group reflection on personal learning and application back at work.

Learning Outcomes

Whilst each programme differs, due to the make-up of the group of participants and their agreed learning needs, there are 3 key areas which are a feature of all programmes:

  • Setting up team coaching (e.g. commissioning, contracting, managing expectations, data gathering and analysis)
  • Applying Team Coaching theory (e.g. key models, tools and techniques addressing team development and team performance)
  • Use of Self in Team Coaching (e.g. presence, working with conflict and ambiguity, working in the moment, recognising own triggers)

Accreditation option

International Coaching Federation (ICF) accreditation is an optional component. If participants choose, they may opt for a Certificate of Attendance only. For those seeking an accredited award, ICF accreditation (15 CCEUs) is dependent on writing up a reflective case study, showing the application of learning.

This programme enables organisations to develop a consistent internal approach to Team Coaching & Development.

Posted in Coaching & Mentoring