Trust and Group and Team Coaching Processes

Earlier this month I wrote about Creating Connection Amongst Group Members in any group coaching

context. As important to enabling a coaching conversation in any group or team, is the level of trust amongst group members. Trust levels in a group influence the depth of conversations we have, along with the topics we may delve into, and the approaches we use.

There are some significant differences as it relates to the topic of trust in group and a team coaching context. For group coaches, many times the group is newly forming, so trust needs to be building between you and group members, as well as amongst group members. As the group is forming, recognize that they will be looking to you to create with them a safe environment where they can share, learn and grow. Without a sense of trust and safety it is unlikely that the conversation will move to the deeper level of a coaching conversation. The conversation may remain at the surface level. 

In a team coaching process, most likely they are getting to know you as coach, but there are likely to be relationships already formed (except in the course of a newly forming team). A significant difference in the team coaching context are the levels of trust, and distrust, that have built up over time. When teams do not trust each other it is very difficult to surface and address the core issues at play.  It's important to design with the group at the start of the engagement what  role you will play in surfacing difficult issues, and what your role as a coach is.

Developing trust with your group and team members starts even before you get on the phone or in the room with your group/team. What are you doing to create expectations and build connection. Some of the Tips in the Creating Connection blog post may be things to consider.

In addition, some specific things to consider within your work as a team or group coach is:
- Consider how group members can get to know one another - especially if it is a virtual group. What opportunities online and offline can you create?
-  In a virtual realm what opportunities do you have to "see" each other (i.e. video skype), not just hear each other?
- For groups and teams that work with teach other, what can you do to build trust across typical relationships and silos that might exist?
- Explore with the team what the cost of distrust is. For group members, what is the cost of low levels of trust for themselves and their experience?
- Have team members define what behaviors define "trust". If you were to take a video camera or smart phone clip of their daily behaviors, what would "trust" look like?

It is also important to keep in mind the group and team development process. I've written in the past about Bruce Tuckman's model and coaching, and go into much greater detail in both of my books - Effective Group Coaching (pages 59-62) and From One to Many: Best Practices for Team and Group Coaching (pgs 198-199).

Trust is a core issue for many of us that work with teams and is often the core issue (not symptom!).

Two resources I continue to recommend to my clients (individuals, teams and groups) are Stephen Covey's Smart Trust and Speed of Trust.

What would you recommend for coaches and clients as it relates to this topic of trust?

With best wishes,
Jennifer

Jennifer Britton, MES, CPT, PCC, CPCC
Potentials Realized | GroupCoachingEssentials.com
Author of Effective Group Coaching (Wiley, 2010) and From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013)
Phone: (416)996-TEAM (8326)