Keynote Speaking
Phillip is accomplished in keynote speaking with an ability to bring the audience (no matter how large) into the conversation. He combines his executive leadership, sports leadership and executive development experience and tailors his message to the client’s need.
His areas of interest span the relationship nature of leadership; the leadership mindset; leading teams and understanding true high-performing teams; Carol Dweck’s work on Growth Mindset; Amy Edmondson’s work on Psychological Safety, etc.
Some Recent Keynotes
- Elevation Growth Mindset for Astra Zeneca
- The Connected Leader for AtlanTec Conference
- Team Dynamics for the Executive Institute
- Leading High-Performing Teams for EY
- Skillnet Conference Keynote
- Facilitation of a leadership audience with Ireland Rugby Captain Jonathan Sexton for an Irish utilities company.
The Team Coaching Process
The team coaching engagement starts with a brief from the client (the Team Leader) followed by aTeam Primer where the Team meets with Phillip to discuss the true nature of Teams and High-Performing Teams. The discussion also covers the process of Team Coaching and what is required of the Team. This objective of this brief (c. 45/60mins) discussion is to get an early sense of where this team is, give them some ideas around how they can improve, a clear picture of the journey, and to build commitment to doing the work.All of my Team Coaching assignments involve some form of Team Diagnostic, to help us build a coherent picture of where this Team is right now and where it needs to focus its attention in order to improve. My preferred diagnostic is Team Coaching International’s(TCI)Team Diagnostic™. The tool provides the team with a rich set of data giving them a clear picture of where they are strongest and where they will need to improve.The team them selves will identify which performance parameters they wish to work on during the engagement; the work is conducted through the real work of the team, and measured against the team’s real-world business, operational and/or strategic objectives, KPI’s, etc. The objective is to effect a tangible return on the investment; to show measurable impact.TCI’s data, gleaned from working with over 1,000 teams since its inception reveals that only 10% of teams see themselves as‘High-Performing’….that’s a lot of opportunity for improvement and a lot of opportunity to generate tangible benefits for the organisation.
What is the TCI Team Diagnostic™
The Team Diagnostic™ model is built on a two-part premise:
- Teams exist to produce results. The nature and measure of the results will vary from team to team, but ultimately all teams will be evaluated on their ability to produce results over time.
- The way team members interact with each other influences the quality and output of results.The environment in which team activity takes place, plays a crucial role in determining how sustainable team productivity can be. The mood of the team—whether energised and motivated, or fearful and disengaged—is the air the team breathes. That atmosphere is created through relationships on the team.The system of a team exists as a culture with unwritten rules, expectations, beliefs, values, approved behaviour and taboos.TheTeam Diagnostic™allows the team to assess where it is strongest and where it is weakest across14 separate team competencies, across two broad strengths:Productivity strengths support the team to achieve results, accomplish tasks, and stay on course to reach goals and objectives. TheTeam Diagnostic™model identifies seven qualities necessary for teams to achieve high performance.Positivity strengths focus on the interrelationships between team members and the spirit or tone of the team as a system. The strengths are drawn from a number of research sources includingAppreciative Inquiry, EmotionalIntelligence, Positive Psychology, and academic research into relationships that work.
Testimonials
“Guest speakers were excellent, particularly Phillip”. “Brilliant guest speaker”. “The interactions with Phillip”. “Phillip Matthews. So impressive”. “Delivery by Philip was exemplary”.
Astra Zeneca
The Team Diagnostic™14Team Competencies[Productivity in Green & Positivity in Blue](Team Diagnostic™is a registered trademark of Team Coaching International Inc)
To effectively coach the team as a system, team coaches start by bringing to light“the way”team members currently do things on the team. The job of the coach is to reveal the team system(way of working)to itself. The power of theTeam Diagnostic™assessment is the way it mirrors back the team’s own self-portrait. TheTeam Diagnostic™report is a graphic snapshot of a team’s system atone point in time.The methodology engages the team in intense interaction with each other about the picture they painted of themselves. In the simplest terms, we (Team Coaches) say to the team,“This is how your team looks. How is that working for you? What is it you want to acknowledge? What would you like to change?”How long is a typical Team Coaching assignment?Atypical Team Coaching engagement may run for c. 12 months; but some teams are anxious to compress the timelines to c. 6 months due to critical time pressures.