This document outlines an agenda for a session on the role of coaching and building trust within teams. The agenda includes: defining coaching; aligning teams around goals and values; building trust; and creating an action plan. It discusses tools for coaching, common team dysfunctions, and conducting an exercise to assess team trust. Methods are presented for improving trust through sharing experiences, open communication, and establishing team values. The document provides guidance and exercises for teams to identify their core and aspirational values, as well as intrinsic motivators. It emphasizes taking action to demonstrate that values matter in building an aligned, high-trust team.

2. David Hawks
The Role of a Coach starts with building Team
Trust and Alignment

3. Learning Objectives
At the end of this session, you will be able to:
• Describe three or more specific coaching
tools
• List three or more common team dysfunctions
• Feel comfortable facilitating a team trust
exercise

4. Agenda
• Opening
• What is coaching?
• Team alignment around goals & values
• How to build trust within teams
• Create an action plan

5. WHAT IS AGILE COACHING?

6. What Do You Think?
• What comes to mind when you
think of agile coaching?
• What skills are required?
• Is coaching limited to one role?

7. CONCEPT CENTERS

8. Role of Agile Coaching

9. HOW TO BUILD TRUST

10. Why is Trust Important?

11. 5 Dysfunctions Trust Survey
• Open survey in hand out
• Assign a rating to each statement
• Evaluate statements as honestly and objective as
possible
• Use (1-5) scale to indicate how each statement
applies to your team
• When done total your score and divide by 8

12. Five Dysfunctions of a Team
High Medium Low
Average Score of 3.75 and
above
Average score of 3.25 –
3.74
Average score of 3.24 or
below
Your team has created
an environment where
vulnerability and
openness are the norm.
Your team may need to
get more comfortable
being vulnerable with
one another about
individual strengths,
weaknesses, mistakes
and needs for help.
Your team lacks
necessary levels of
openness and
vulnerability about
individual strengths,
weaknesses, mistakes
and needs for help.

13. http://www.cebano.co.za/wp-content/uploads/2012/01/5-Dysfunctions-of-Team3.jpg

14. HOW CAN YOU IMPROVE
TRUST WITHIN YOUR TEAM?

15. How Can You Improve Trust Within Your Team?
http://www.lovemytool.com/.a/6a00e008d9577088340120a8a2ea37970b-800wi
Share Personal Experiences

16. http://crpf.bih.nic.in/image/communication.jpg
Encourage and demonstrate Open Communication
How Can You Improve Trust Within Your Team?

17. http://crpf.bih.nic.in/image/communication.jpg
Establish Team Values
“Clarity of values and direction
makes a significant difference in
behavior at work and is a force
behind motivation, commitment,
and productivity.”
Kouzes and Posner, “Leadership
Challenge”
How Can You Improve Trust Within Your Team?

18. TEAM ALIGNMENT

19. Personal Maps

20. Journeyline

21. Constellation

22. ESTABLISH TEAM VALUES

23. Core & Wish Values
Aspire To
Complement
Core Values
Natural
Define You

24. Value Stories Exercise
• Think about past stories which exemplify and
illustrate the culture of your team or
organization
• Pick 2-3 core values from the list
• Review the list again and pick 2-3 wish values
• Review your values with everyone at the table
and agree upon a final set

25. MOVING MOTIVATORS
EXERCISE

26. Jurgen
Appelo
The Moving
Motivators exercise
is based on the 10
intrinsic desires
which I derived
from the works of
Daniel Pink, Steven
Reiss, and Deci/
Ryan

29. TAKE ACTION

30. Now what?
• Focus on two or three values
• Use them to emphasize who you are
as an organization, team and
individual

31. Don’t just make them visible
• Take action on values
• Demonstrate that the values matter

32. Action Plan
• Knowing your motivator, how will
this change how you coach?
• How do you think you can
leverage what you learned to help
your team?