The Art of Coaching Teams

1. Building trust is the foundation of effective teams

Trust is the connective tissue that holds improving schools together.

Trust enables vulnerability. Without trust, team members cannot be open, take risks, or engage in honest dialogue. Leaders must intentionally cultivate trust through consistent actions, transparency, and follow-through on commitments. This involves creating psychological safety, where team members feel comfortable sharing ideas and concerns without fear of judgment or retribution.

Trust-building strategies:

• Demonstrate reliability by keeping promises and meeting deadlines
• Share personal stories and experiences to build connections
• Acknowledge mistakes and take responsibility for errors
• Provide regular, constructive feedback
• Celebrate team successes and individual contributions
• Use team-building activities that foster deeper understanding among members

Trust allows teams to move through the stages of development more smoothly, from forming to storming, norming, and ultimately performing at a high level. When trust is present, teams can engage in productive conflict, commit to decisions, hold each other accountable, and focus on achieving collective results.

2. Emotional intelligence drives team performance

A team's collective emotional intelligence is the key factor in its level of performance.

Recognizing and managing emotions is crucial for team success. Emotionally intelligent teams can navigate challenges, resolve conflicts, and maintain positive relationships more effectively. Leaders play a vital role in modeling and fostering emotional intelligence within the group.

Key components of emotional intelligence in teams:

• Self-awareness: Understanding one's own emotions and their impact on others
• Self-management: Regulating emotions and behaviors in various situations
• Social awareness: Recognizing and understanding others' emotions and needs
• Relationship management: Building and maintaining positive relationships

Teams with high emotional intelligence create a supportive environment where members feel valued and understood. This leads to increased collaboration, creativity, and overall performance. Leaders can develop emotional intelligence in their teams through targeted training, regular check-ins, and creating opportunities for reflection and feedback on emotional dynamics within the group.

3. Healthy conflict fuels innovation and growth

Conflict can be healthy, but unhealthy conflict needs to be managed.

Embracing productive disagreement is essential for team growth and innovation. Healthy conflict involves challenging ideas, not people, and focusing on finding the best solutions rather than winning arguments. Leaders must create an environment where diverse perspectives are welcomed and debated constructively.

Strategies for fostering healthy conflict:

• Establish clear norms for respectful disagreement
• Encourage devil's advocacy to explore alternative viewpoints
• Use structured debate formats to ensure all voices are heard
• Teach and model effective communication skills for addressing differences
• Celebrate instances where conflict leads to better outcomes

By contrast, unhealthy conflict, such as personal attacks or passive-aggressive behavior, must be addressed promptly. Leaders should intervene in destructive conflicts, helping team members refocus on shared goals and find common ground. Developing conflict resolution skills across the team empowers members to address issues directly and constructively.

4. Clear purpose and alignment are essential for team success

Teams that work in or with schools exist to serve the social, emotional, and academic needs of children.

Defining a shared mission provides direction and motivation for team efforts. A well-articulated purpose helps team members understand how their work contributes to larger organizational goals, particularly in educational settings where the focus is on student success.

Elements of effective team alignment:

• Clearly defined mission and vision statements
• Specific, measurable, achievable, relevant, and time-bound (SMART) goals
• Regular review and discussion of team objectives
• Alignment with broader organizational priorities
• Individual role clarity and understanding of contributions to team goals

Leaders should facilitate ongoing conversations about the team's purpose, ensuring that all members can articulate how their work supports the mission. This alignment creates a sense of shared responsibility and helps prioritize tasks and resources effectively. When team members understand the "why" behind their work, they are more likely to remain engaged and committed, even in the face of challenges.

5. Effective communication is the lifeblood of strong teams

Communication between team members is the thread that connects everything.

Fostering open dialogue is crucial for team cohesion and productivity. Effective communication involves not just sharing information, but also active listening, asking thoughtful questions, and providing constructive feedback. Leaders must create structures and norms that support clear, respectful, and inclusive communication.

Key communication strategies:

• Establish regular check-ins and team meetings
• Use multiple channels (e.g., face-to-face, email, collaborative platforms)
• Practice active listening and paraphrasing to ensure understanding
• Encourage all team members to contribute, including quieter voices
• Address communication breakdowns promptly and directly
• Provide training on effective communication skills

Leaders should model excellent communication habits and hold team members accountable for upholding communication norms. This includes being transparent about decision-making processes, sharing relevant information in a timely manner, and creating opportunities for both formal and informal communication among team members.

6. Cultivating a learning culture empowers teams

Learning is the primary work of all teams.

Embracing continuous improvement is essential for team growth and adaptation. A learning culture encourages experimentation, reflection, and knowledge-sharing among team members. Leaders must create an environment where mistakes are seen as opportunities for learning rather than failures to be punished.

Characteristics of a strong learning culture:

• Regular reflection on team processes and outcomes
• Dedicated time for professional development and skill-building
• Encouragement of calculated risk-taking and innovation
• Systems for capturing and sharing lessons learned
• Recognition and celebration of learning achievements
• Integration of feedback loops into team processes

Leaders can foster a learning culture by modeling curiosity, admitting their own knowledge gaps, and actively seeking out new information and skills. Encouraging team members to share their expertise and learn from one another creates a collaborative learning environment. By prioritizing learning, teams become more adaptable, creative, and resilient in the face of challenges.

7. Leaders shape team dynamics through self-awareness

Who you are as a leader has the greatest influence on a team.

Developing personal insight is crucial for effective leadership. Self-aware leaders understand their own strengths, weaknesses, emotions, and impact on others. This awareness allows them to adapt their leadership style to meet the needs of their team and the situation at hand.

Key aspects of leadership self-awareness:

• Regularly reflect on personal values and motivations
• Seek feedback from team members and peers
• Recognize and manage personal triggers and biases
• Understand one's leadership style and its impact on the team
• Continuously work on personal growth and development

Leaders who model self-awareness create an environment where team members feel comfortable engaging in their own self-reflection and growth. This leads to a culture of continuous improvement and helps build trust within the team. Self-aware leaders are also better equipped to navigate challenges and conflicts, as they can approach situations with a clearer understanding of their own reactions and the needs of their team members.

8. Organizational conditions significantly impact team effectiveness

All teams exist within systems and power structures.

Understanding contextual factors is essential for team success. The broader organizational environment, including leadership support, resource allocation, and cultural norms, can either enable or hinder team performance. Leaders must be aware of these conditions and work to create a supportive ecosystem for their teams.

Key organizational factors affecting teams:

• Alignment of team goals with organizational priorities
• Clarity of decision-making processes and authority
• Availability of necessary resources (time, budget, tools)
• Organizational culture and attitudes towards collaboration
• Support from senior leadership for team initiatives
• Systems for cross-functional communication and cooperation

Leaders should assess the organizational landscape and advocate for conditions that support team effectiveness. This may involve negotiating for resources, clarifying decision-making authority, or working to shift organizational culture. By addressing systemic barriers, leaders can create an environment where teams are empowered to perform at their best.

9. Decision-making processes reflect and influence team health

Decision-making processes are always clear, explicit, and transparent.

Establishing clear protocols for decision-making is crucial for team effectiveness. The way decisions are made within a team can either build trust and commitment or lead to frustration and disengagement. Leaders must ensure that decision-making processes are transparent, inclusive, and appropriate for the situation.

Elements of effective team decision-making:

• Clearly defined decision-making authority and roles
• Use of appropriate methods (e.g., consensus, majority vote, leader decides)
• Inclusion of relevant stakeholders in the process
• Transparent communication about how and why decisions are made
• Mechanisms for gathering input and feedback
• Follow-through and accountability for implementing decisions

Leaders should guide their teams in selecting the most appropriate decision-making approach for different situations. This may involve teaching decision-making frameworks and facilitating discussions about when to use various methods. By involving team members in shaping decision-making processes, leaders can increase buy-in and commitment to the outcomes.

10. Time is a critical resource for team development

Building teams takes time.

Prioritizing team-building activities is essential for long-term success. Effective teams don't develop overnight; they require consistent investment of time and effort to build relationships, establish norms, and develop shared understanding. Leaders must advocate for and protect time dedicated to team development.

Key time investments for team building:

• Regular team meetings and check-ins
• Dedicated sessions for developing team norms and processes
• Time for relationship-building and informal interactions
• Opportunities for collective reflection and learning
• Space for addressing conflicts and challenges
• Celebration of team milestones and achievements

Leaders should resist the pressure to sacrifice team-building time in favor of short-term task completion. By demonstrating the value of investing in team development, leaders can create a culture that prioritizes long-term effectiveness over immediate results. This investment pays off in increased trust, improved communication, and ultimately higher performance as the team matures.

Last updated: February 4, 2025