Every company wants to nurture highly effective employees, with excellence being a central part of their success. However, building high-performing teams is not a simple endeavor. It requires developing trust among coworkers, establishing productive collaboration, and ensuring everyone’s wellness.
Coaching is one of the best ways to achieve this holistic version of team success.
Science proves coaching works. It helps align team members’ thought processes and behaviors with an organization’s vision. Compared with basic training, which focuses on certain job-related abilities, coaching helps people feel acknowledged and assists with their personal improvement.
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Many businesses already understand the value of coaching in leading and developing teams. In fact, 86% of organizations that use internal or external coaches report a return on investment from coaching, and 96% say they would repeat the process. A 2024 report indicates the ROI on executive coaching is a staggering 788%! These results happen because coaching addresses individuals and makes them more effective in interacting with others and designing alliances.
The Co-Active Training Institute (CTI) has trained tens of thousands of leaders to be agile, collaborative, and relationship focused — meaning they can connect with, engage, and empower employees. Today, over half of the Fortune 500 companies have already used Co-Active training programs to develop highly effective teams. Leaning on this expertise, we dive deeper into how coaching helps businesses build high-performing teams.
Coaching Cultivates Trust and Open Communication
Leaders are the first point of contact between employees and the organization — which is why they can be one of the primary reasons some employees stay and others leave. They also have the influence to either develop or tarnish employee trust. That is why healthy communication is key when stewarding organizations.
CTI values leader-coach partnerships, which help people make connections and relate to others in the best way possible. In this organizational relationship, leaders help employees feel comfortable expressing themselves, which requires effective listening skills. CTI promotes three listening levels because communication and connection are impossible without active listening.
Conducting coaching sessions helps build a strong rapport between leaders and team members, in turn assisting with the leaders’ goal of earning employees’ trust.
Coaching Encourages Team Collaboration
As leaders endeavor to build high-performing teams, they should understand that true team collaboration is a decision people make, not something that can be imposed from the top down. Creating and maintaining the appropriate conditions for team collaboration involves cultural, structural, and interpersonal elements.
A coaching culture promotes collaboration, values training, regular feedback, and opportunities for advancement, and believes anyone can be a leader. Fostering a coaching culture allows team members to be open and honest with one another. This brings a clear sense of purpose and vision and the ability to process disagreements openly and quickly. It also prompts people to hold each other accountable.
Collaboration also allows people to build on one another’s ideas in ways that encourage innovation and creativity and drive intelligence-based decision-making as a group. The result: high-performing teams that achieve results while growing professionally and personally.
Coaching can help bring these elements together because the process involves addressing a person’s needs on all levels. The Co-Active model can transform and activate personnel who discover it through coaching programs.
Coaching Boosts Employee Engagement
According to multiple studies, including Harvard, Gallup, and Dr. John Gottman, empirical evidence suggests strong relational connections between leaders and employees and between employees inspire greater engagement in the workplace. Relational health, therefore, is a high priority in the office. It helps leaders and employees deal with issues more effectively, cope with the unexpected together, and feel more connected to each other and their company.
To do this, leaders building high-performing teams must not limit themselves to coaching employees on work-related approaches; they must also provide another layer of support for the whole person. They need relational tools and the courage to use them regularly with their people. Coaching can promote employees’ overall well-being while enhancing work-related functions.
Coaching Builds Resilience
Leaders building high-performing teams also support employees. High performance encompasses more than stress management; it also includes the ability to learn from challenges, bounce back, and obtain new skills in response.
When leaders attempt to improve employees’ resilience through coaching, introspection is essential for the leaders and their team members. By increasing self-awareness, leaders and team members learn to understand each other’s thoughts and feelings. In turn, they become more motivated to keep learning and developing new abilities and to stay strong in the face of change. Employees develop the ability to override destructive feelings stemming from challenges. This ability could include preventing burnout by actively engaging in self-care and nurturing themselves following a stressful situation.
Coaching High-Performance Teams With Co-Active
CTI understands the importance of coaching in an organization and has been a staunch advocate of leadership and development. For CTI, the secret sauce for building high-performing teams is developing relationships and alliances through coaching.
For 30+ years, CTI has worked with people worldwide, helping them build high-performing teams by prioritizing stronger relationships, integral solutions, and meaningful impact.
High-performance teams that are laser-focused on their objectives and consistently deliver business results are the goal. More than a million people have benefited from the whole-person development that CTI offers. Adobe, Adidas, Barclays, and Honda are just a few global companies that have already reaped the benefits of collaboration and relationship-focused Co-Active training.
With the Co-Active model at the forefront of your coaching programs, you can be confident that your people’s needs are being met on all levels allowing them to be the best versions of themselves, while also contributing effectively to team development.