Executive team coaching

In business, Executive Team Coaching is an executive development approach that puts executives' leadership development within the context of their broader team and business.
Methodologies
While specific methodologies vary across consultants and coaches, the unifying theme across all these approaches is that the executives being coached in in individual coaching are not expected to become "perfect" leaders in any one area; rather, they are each expected to contribute according to their strengths and the needs of their team. The same goes for team coaching which is not meant to develop perfect teams, but teams that contribute better to their organization. Further, the successful development of an executive team will yield more effective collaboration, greater alignment in strategy execution, improved quality, products or services for customers, and ultimately, financial returns for the team and organization. Team size can range anywhere from two to twenty while the duration of an assignment can last anywhere from a day to twelve months.
Some coaches work with teams on the longer term, every six months and sometimes once a year, accompanying teams in forms of yearly check-ups focused on their pas twelve-month progress and preparing for the coming year. Others also follow-up executive team coaching processes with organization coaching that may involve large groups of up to fifty or a hundred top managers. These methodologies are not to be confused with conventions and other top-down deliveries commonly staged by numerous organizations.
Approach
Executive team coaching differs from executive coaching in a group setting in that the coaching client is the whole team as a system rather than each of the executives in turn. During executive team coaching sessions, the team works on its usual business, typically running a business meeting, and then is coached on its collective process to achieve results. The focus of the team coaching process is on improving operational interfaces between team members while they work on achieving their objectives, rather than focusing on developing each of the executives individually, or simply focusing on improving relationships.
Executive team coaching is focused on helping all the team members change their team dynamics regardless of the sum of individuals that make up the team. Consequently, executive team coaching as an approach inherits from systems analysis or general system theory much more than from more traditional management and psychological approaches.
Typically, a team coach does not train or teach, or consult, or take up any space when accompanying clients. Only through asking minimal questions and proposing original, simple team-work processes and architectures will the coach accompany the team, in order to create conditions for emerging development and growth. Coaches in general and team coaches in particular have a pull approach or development strategy for their clients. They do not need to have and push pet theories, concepts, models, constructs, tools, techniques, games and exercises and the such. The team that is being coached does the work on its own grounds. Some coaches do push products and concepts for marketing purposes of course.
A key coaching strategy today focuses on the elimination of microinequities. Consultants like Brigid Moynahan, President and Founder of The Next Level, run training seminars based on the impact subtle acts of exclusion have on coworkers, employees, and businesses overall. In her executive briefing for The Conference Board, Moynahan wrote that microinequities "have the power to slowly and methodically erode a person’s motivation and sense of worth. The end result costs companies millions of dollars in low productivity,
absenteeism, and poor employee retention."

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