Rhodia

A manufacturing site where 2 teams had been merged into 1 through acquisition and then closing down of a site. The physical aspects had been achieved closing down the site and moving all the operatives to one location. However 6 months on, there were still tensions within the mixed senior team and the site's KPIs were not all being achieved.

Natures Coaching Intervention 

• Identification of key issues and future aspirations 

• All members of the senior team (7) completed a personality profile and had 1 to 1 feedback. Identifying their personal preferences, their strengths, increased self awareness through understanding how their preferences may impact on others in the team. All were given individual development areas to work on and key strengths to maximise further in the team.

• The initial team coaching session was all about understanding each other, who were they beneath what they saw, their preferences how individuals were different what they brought to the team and how they could be utilised further. developing a better understanding of each other and increasing the levels of trust. 

• The second team coaching session united the team with a common purpose around the site. Developing a clear purpose, mission and vision, expanding the company values to understand what they mean for their site. Increasing their understanding of how to implement sustainable change and developing a plan for success. 

Feedback 

This gave the team the opportunity to bond on neutral ground, the need for a vision for the site, the need to work together to achieve that and the continual need to change.”

Team benefited from looking why the team members work and communicate in different ways and how they can better work together.  The team responded well to the coaching with individuals who I know have had differences choosing to work together.”

UK HR Manager

The formation of a cohesive and aligned management team.”

Site Manager