Collaboration, Accountability, Performance
Can you transform long-term team performance without losing sight of urgent short-term deliverables?
Coaching Approach
Systemic team coaching starts with exploring the team leader’s yearning to stop playing the referee and the arbitrator, constantly caught between competing silos. From there, the coach guides the team leader and their team on a journey toward a straightforward but ambitious objective:
Inspire and support collective accountability for the creative problem solving and bridging of silos needed to effectively meet complex stakeholder needs.
Over a series of highly structured meetings, the team will:
- Identify the critical stakeholder needs that the team can impact if team members come together
- Explore the team’s ecosystem – how stakeholders’ needs fit together in a web of interconnected goals that define team purpose
- Strengthen connections – among team members and between the team and its key stakeholders
- Recognize the different strengths of team members and support one another’s professional development
- Co-create systems of mutual accountability to achieving measurable team progress
Ultimately, the progress made through this work:
- Strengthens the team’s shared sense of purpose
- Reframes conflict as the necessary crucible for fulfilling the team’s purpose
- Increases team members’ trust and confidence in one another.
Experience
A certified systemic team leadership coach, John Gilvar draws on over 25 years of experience improving the performance of teams serving people experiencing homelessness and struggling with complex barriers to physical and behavioral health.
John’s training with renowned team performance researcher Peter Hawkins led him to adapt Professor Hawkins’ systemic team coaching approach for leaders working in service of health and housing equity in their communities. Affiliated coaches draw on a wide range of experience in the private and public sectors as well as extensive training in different leadership coaching methods.