Abstract
Orientation: There is a scant availability of clear practice guidelines for the implementation of team coaching in organisations. Challenges and enabling factors in the implementation of team coaching require further exploration.Research purpose: This study aims to develop a conceptual framework that identifies the critical success factors that play a role in the implementation of team coaching in organisations.Motivation for the study: This study contributes towards the understanding of team coaching implementation in the workplace. Informed knowledge of critical factors may guide the practice of team coaching and assist in the development of a conceptual framework for such coaching.Research approach/design and method: A constructivist qualitative research method was adopted. A case study approach was used, with seven experienced subject matter experts selected by means of purposive snowballing. Data were collected using semi-structured interviews and analysed using thematic analysis.Main findings: Results of the thematic analysis indicate that to integrate successful team coaching into any organisation, effective analysis of an organisational context is required, that is, leadership stakeholders, team effectiveness, competency of a coach and employee engagement. Constraints that may prevent successful implementation of team coaching are identified.Practical/managerial implications: The findings provide a platform to enhance the understanding and knowledge of the complexities of team coaching within organisations.Contribution/value-add: The main contribution of the study is the identification of critical factors in the pre-, during and post-implementation phases of team coaching. This conceptual framework could serve as a guide for team coaching interventions in South African contexts.
Highlights
Effective leadership is important for organisational survival and growth, especially in today’s dynamic global business environment
Reviewing South African literature, there appears to be a lack of research with regard to team coaching in organisations
In support of the effectiveness of team coaching, two South African studies suggest that collective coaching is more effective than dyadic coaching (Martiz, 2012; Reid, 2012)
Summary
Effective leadership is important for organisational survival and growth, especially in today’s dynamic global business environment. Organisations are beginning to rely on team coaching to enhance organisational performance (Hackman & Wageman, 2005). Even though organisations depend on teams to achieve their goals (Kozlowski & Ilgen, 2006), many leaders are uncertain of how to optimally lead their teams in order to enhance performance (Wageman, Fisher, & Hackman, 2009). Research on coaching in practice appears to mainly focus on coaching individuals, managers and executives and less on team coaching (Klein, 2012). Reviewing South African literature, there appears to be a lack of research with regard to team coaching in organisations. In support of the effectiveness of team coaching, two South African studies suggest that collective coaching is more effective than dyadic coaching (Martiz, 2012; Reid, 2012). There is a call for coaching interventions to evolve beyond one-on-one to collective coaching (Martiz, 2012)
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