By Pheona Croom-Johnson I often find it interesting to see which concepts become trending topics that warrant attention. While Relational Team Coaching isn’t a new concept, it is gaining recognition as a method that supports teams to foster collaboration and embrace open communication styles. This approach focuses on the interpersonal dynamics within teams, with the
In the evolving landscape of business and leadership, the ability to navigate the dynamics of a team has never been more critical. One of the cornerstones of effective team coaching lies in the journey from self-regulation to co-regulation. This journey is not just an abstract theory but a fundamental process that shapes high-performing teams and effective leaders. At Sandown Business School (SBS), we emphasise the importance of understanding and mastering these concepts to foster collaboration, innovation and resilience within teams. This article delves into the interplay between self-regulation and co-regulation and explores the benefits and challenges that arise as teams transition from one to the other.
In a team context, self-regulation is the foundation upon which individual members operate effectively, contributing to the collective success. High levels of self-regulation are characterised by emotional intelligence, the capacity to handle stress, and the ability to stay focused and motivated in the face of challenges.
In today’s fast-paced and collaborative work environments, coaching has emerged as an invaluable way of supporting individuals with their personal & professional development. Whilst individual coaching has long been recognised and the ROI is steadily becoming more widely accepted, the concepts of team coaching and group coaching have gained significant prominence in the last few
Sign up now and stay in the know!
