Lumina Spark Blog: topics discussed on self assessments and self improvements

The 5 Reasons To Partner With a Team Coach in Your Business

4/14/2024

Why A Team Coach

Have you ever worked with a leadership or life coach to excel towards an outcome or result you wanted to create in your work or personal life? If yes, then you will quickly understand the effectiveness of team coaching. If not, then have you ever wondered how you could attain results faster than someone else or wanted to establish a clear set of actions to build towards a long-term or short-term goal? Then you should know that this is where a professional coach can support you.
In terms of team coaching, regardless of the size of the business or the industry it is in, every business can benefit from partnering with a professional team coach. From optimizing team performance and resolving conflicts to fostering innovation and prioritizing employee well-being, the impact of team coaching extends far beyond the bottom line, contributing to long-term success and sustainability.
And beyond these obvious advantages, there is the objectiveness, the non-bias position, and the unique relationship position that can support the direction of the business through team coaching and someone that champions and empowers the teams towards their desired outcomes. Allowing team members to feel incredibly supported and more clear.
Whats the value of that for your business?

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Partnering with a professional team coach can provide significant benefits to businesses across various industries. Here are the top five reasons why any and all businesses should consider this partnership:

Optimized Team Performance: A professional team coach can help identify and leverage the strengths of team members while addressing weaknesses and blind spots. By enhancing collaboration, communication, and synergy within the team, businesses can achieve higher levels of performance and productivity.
Effective Conflict Resolution: Conflict is inevitable in any workplace, but how it's managed can make all the difference. A skilled team coach can facilitate constructive conflict resolution techniques, turning potential discord into opportunities for growth and understanding. This fosters a healthier work environment and strengthens relationships among team members.
Enhanced Leadership Development: Strong leadership is essential for guiding a business through challenges and driving growth. A team coach can work with leaders at all levels to refine their leadership skills, improve decision-making abilities, and cultivate a positive organizational culture. Investing in leadership development pays dividends in employee engagement, retention, and overall business success.
Increased Innovation and Creativity: Creativity and innovation are vital for staying competitive in today's rapidly evolving market. A team coach can inspire creativity by encouraging a culture of experimentation, risk-taking, and open-mindedness. Through workshops, brainstorming sessions, and tailored exercises, businesses can unlock the full creative potential of their teams.
Improved Employee Engagement and Well-being: Employee engagement and well-being are closely linked to organizational performance and success. A team coach can support employees in achieving a healthy work-life balance, managing stress, and finding fulfillment in their roles. By prioritizing employee well-being, businesses can boost morale, reduce turnover, and create a more positive and productive work environment.

Perhaps you need to discuss how a professional team coach can support the specific needs and circumstances of your business.
Then I invite you to book a quick chat to meet me, understand what's possible for your teams, and ask any questions you may have.

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Belonging: Does Your Team Foster or Neglect?

3/1/2024

Important statistics and facts for leaders to consider:

Impact on Performance: Research shows that when employees feel a sense of belonging in the workplace, they are more likely to be engaged and motivated, leading to higher performance levels. In fact, a study by Gallup found that organizations with high levels of employee engagement experience 21% higher profitability.
Retention Rates: Employees who feel like they belong are more likely to stay with their organization. According to a study conducted by BetterUp, employees who feel a strong sense of belonging are 50% less likely to leave their job within the first year.
Diversity and Inclusion: Creating a sense of belonging is especially important in diverse teams. When employees from different backgrounds feel included and valued, they are more likely to contribute diverse perspectives and ideas, leading to better decision-making and innovation. McKinsey & Company found that gender-diverse companies are 15% more likely to outperform their peers, and ethnically diverse companies are 35% more likely to do the same.
Mental Health and Well-being: A sense of belonging can have a positive impact on mental health and well-being. Employees who feel connected to their team and organization report lower levels of stress and higher levels of overall satisfaction. A study published in the Journal of Vocational Behavior found that employees who feel a sense of belonging at work experience less burnout and higher job satisfaction.
Leadership Impact: Leaders play a critical role in fostering a sense of belonging within their teams. According to research from the Center for Creative Leadership, employees who feel supported by their leaders are more likely to feel a sense of belonging and commitment to the organization.
Measurement and Feedback: It's essential for leaders to measure and track the sense of belonging within their teams. This can be done through surveys, focus groups, and one-on-one conversations. By gathering feedback from employees, leaders can identify areas for improvement and take action to strengthen the sense of belonging.

Belonging is not just a nice-to-have; it's a critical factor that impacts team performance, retention rates, diversity and inclusion efforts, mental health, and leadership effectiveness. Leaders who prioritize creating a culture of belonging within their organizations are likely to see positive outcomes across various aspects of their business.

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"Belonging is the innate human desire to be part of something larger than us. Because this yearning is so primal, we often try to acquire it by fitting in and by seeking approval, which are not only hollow substitutes for belonging, but often barriers to it." - Brené Brown

Leading High Potential Team Members

2/1/2024

High potential team members exhibit certain characteristics and behaviors:
Leadership Qualities: They demonstrate a desire to lead, take initiative on projects, and inspire others.
Personality Traits: Traits like the need for achievement, emotional stability, self-awareness, conscientiousness, and empathy signal high potential.
Behavior: High-potential employees typically exhibit a high capability to learn, cooperate well with team members, and adapt to challenges.
Humility: They display humility, are self-aware, praise others' skills, welcome feedback, and are open to learning and growth.
Collaboration: While driven, they also excel in forming partnerships and working effectively with others].
Curious Over Judgmental: High-potentials are open to exploring new or creative ideas instead of being judgmental or only relying on past methods of doing things.
Higher Risk Tolerance: HiPos look to solve risks, difficulties, or challenges head-on.
Social/Soft Skills: Most high-potential employees need soft skills just as much as technical knowledge. This includes leadership skills, empathy, and creativity.
Self-Motivated and Driven: HiPos will take initiative to get work done and help foster growth.
Committed and Engaged: High-potential employees are loyal and committed to the company and other employees. This means they will also be engaged in long-term success and growth.
Flexibility: Another way to notice high-potential employees’ performance and potential is by how flexible they are. HiPos are flexible and can adapt to any change that may be thrown their way.
Fosters Positive Relationships: High-potential employees will also help create positive internal and external relationships with employees, coworkers, and clients. This allows the company to grow in multiple ways.
Demonstrates Leadership Qualities: High-potential talent should show the desire to lead. Whether it’s taking the lead on a new project or showing initiative to go above and beyond their job description, leadership qualities are important for HiPos employees.
Flexible in Changing Environments: With how quickly business practices change in today’s world, adapting to new changes on the fly can show you that your employee might be ready for high-potential development.
Entrepreneurial: High-potential employees should have a strong business acumen, be able to look out for the business as a whole and suggest new ideas when applicable. This helps foster their growth as well as that of the company.

To effectively lead high potential team members in a high growth business, leaders should:

Identify Potential: Recognize and nurture talent early on, identifying individuals with the capacity for growth and leadership
Provide Growth Opportunities: Offer challenging assignments, training programs, and mentorship to help high-potentials develop their skills and leadership capabilities.
Offer Leadership Opportunities: Create avenues for high-potentials to take on leadership roles or lead projects, empowering them to showcase their abilities and drive.
Communicate Vision and Expectations: Clearly communicate organizational goals and expectations, aligning high- potentials' efforts with the company's trajectory.
Provide Feedback and Support: Offer regular feedback and support, helping high potentials understand their strengths, areas for improvement, and career advancement opportunities.
Promote a Culture of Innovation: Foster an environment where high-potentials feel encouraged to innovate, take calculated risks, and contribute ideas to drive business growth
Cultivate a Culture of Excellence: Recognizing and developing leadership potential sends a powerful message to all employees that hard work and talent are rewarded. This, in turn, fosters a culture of excellence, encouraging others to strive for higher performance levels.
Succession Planning: As current leaders retire, move on to new roles, or face unexpected departures, having a pool of potential leaders ready to step up ensures a smooth transition and minimizes disruptions in critical positions.
Nurture and Enhance Decision-Making: Leaders with potential possess a broader understanding of the organization and its goals. Investing in their development equips them with the knowledge and experience needed to make well-informed and strategic decisions.