培训远远不够，团队教练才是持续行为改变的关键

Here are some other common reasons why training does NOT work:

以下是培训不起作用的其他一些常见原因：

1. Training is not a magic bullet.  It can't fix everything.  If your employees have performance problems, training will take effort to solve them all.  It can help, but it won't be a miracle cure.

   培训不是灵丹妙药。它不能解决所有问题。如果你的员工在工作表现上有问题，培训将努力解决这些问题。它会有所帮助，但不会是特效药。

2. Training has to be relevant.  If it's irrelevant to the employees' jobs, they won't be interested in it.  And if they're not interested, they won't learn anything.

   培训必须是相关的。如果与员工的工作无关，他们就不会感兴趣。如果他们不感兴趣，他们什么也学不到。

3. Training has to be well-designed.  It has to be engaging and interactive.  And it has to be aligned with the organization's goals and objectives.

   培训必须精心设计。它必须具有吸引力和互动性。它必须与组织的目标和目的保持一致。

4. Training has to be evaluated.  You have to find out if it's having an impact on employee performance.  If it's not, then you need to make changes.

   必须对培训进行评估。你必须弄清楚这对员工的表现是否有影响。如果不是，那么你需要做出改变。

Team coaching aims to help teams:

团队教练旨在帮助团队：

• Clarify their purpose, vision, values, and goals

  明确他们的目的、愿景、价值观和目标

• Face their strengths, their weaknesses, their opportunities, and their perils

  直面他们的优势、劣势、机遇和风险

• Strengthen their bonds, their trust, and their cooperation

  加强他们的联系、信任和合作

• Refine their communication, their feedback, and their conflict resolution

  完善他们的交流、反馈和冲突解决方案

• Expand their awareness, their intelligence, and their creativity

  拓展他们的意识、智力和创造力

• Harmonize their actions with their strategy and culture

  将他们的行动与其战略和文化相协调

• Adjust to shifting circumstances and customer demands

  适应不断变化的环境和客户需求

• Learn from their experiences and celebrate their successes

  从经验中学习，并庆祝成功

Team coaching can enable sustainable behavioral changes for several reasons:

团队教练可以实现可持续的行为改变，原因如下：

• Team coaching addresses the whole system.  It doesn't just focus on individual skills or competencies.  It looks at the team as a complex and dynamic system interacting with other systems within and outside the organization.

  团队教练涉及整个系统。它不仅仅关注个人技能或能力。它将团队视为一个复杂的动态系统，与组织内外的其他系统相互作用。

• Team coaching creates a safe and stimulating space for learning. It's not about telling teams what to do. It's about creating a space where team members can explore, experiment, and discover new ways of working together.

  团队教练为学习创造了一个安全和激励的空间。不是告诉团队该做什么，而是创造一个团队成员可以探索、实验和发现新的合作方式的空间。

• Team coaching supports ongoing development and improvement. It's not a one-time thing.  It's an ongoing partnership between the coach and the team that supports them in achieving their desired outcomes.

  团队教练支持持续的发展和改进。这不是一次性的事情。这是教练和团队之间持续的伙伴关系，支持他们实现想要的结果。

• Purpose: What is the team's purpose? What are they trying to achieve?

  目的：团队的目标是什么？他们想要达到什么目的？

• Accountability: Who is responsible for what? How will the team hold each other accountable?

  问责：谁负责什么？团队成员如何互相问责？

• Collaboration: How does the team work together? How do they resolve conflict?

  协作：团队是如何协同工作的？他们如何解决冲突？

• Learning: How does the team learn and grow? How do they adapt to change?

  学习：团队是如何学习和成长的？他们如何适应变化？

• Results: How is the team tracking against its goals? How will they measure success?

  结果：团队是如何跟踪目标的？他们如何衡量成功？

• Connect.  Build trust and rapport.  It's the foundation of any great team.

  连接。建立信任和融洽关系。这是任何优秀团队的基础。

• Contract.  Set clear goals and mutual expectations.   What are we trying to achieve?  What do we expect of each other?  How shall we contribute to one another?  And how will we know when we've succeeded?

  契约。设定明确的目标和共同的期望。我们想要达到什么目标？我们对彼此有什么期望？我们该如何互相帮助？我们怎么知道我们成功了？

• Collect.  Gather relevant and actionable data.  What information do we need to make informed decisions?

  收集。收集相关且可操作的数据。我们需要哪些信息来做出明智的决定？

• Collaborate.  Leverage each other's strengths and cover each other's weaknesses.  Don't just work together.  Synergize.

  协作。取长补短。不要只是在一起工作，要协同增效。

• Challenge.  Push each other to excel.  Be bold and ask tough questions.  And don't be afraid to fail.

  挑战。互推超越。大胆提出尖锐的问题。不要害怕失败。

• Context: The alignment of the team with its vision, mission, strategy, goals, and values.  In other words, are they all singing from the same hymn sheet?

  背景：团队与其愿景、使命、战略、目标和价值观保持统一。换句话说，他们步调一致吗？

• Culture: The quality of the relationships within the team and with other stakeholders.  Do they get on? Do they trust each other? Do they feel valued?

  文化：团队内部以及与其他利益相关者之间关系的质量。他们合得来吗？他们彼此信任吗？他们感到被重视了吗？

• Capacity: The ability of the team to perform its tasks and functions efficiently and effectively.  Do they have the skills and knowledge they need? Are they well-organized?

  能力：团队有效执行任务和职能的能力。他们是否拥有所需的技能和知识？他们组织有序吗？

• Capability: The potential of the team to grow, adapt, and innovate in response to changing demands.  Are they open to new ideas? Are they willing to take risks?

  才能：团队为应对不断变化的需求而成长、适应和创新的潜力。他们能接受新想法吗？他们愿意冒险吗？

• Deliver results and keep each other accountable

  交付成果，并对彼此负责

• Set clear expectations and know how to add value to their team

  设定明确的期望，知道如何为团队增加价值

• Leverage each other's strengths and cover each other's weaknesses

  互相取长补短

• Give honest feedback and challenge each other in respectful ways

  给予诚实的反馈，并以尊重的方式相互挑战

• Build a culture that rewards action over talk.

  建立一种奖励行动胜于空谈的文化。