Slightly different nuance here – Monday was about team coaching; today is about coaching individuals to become better team players.
In fact, I think this is less about coaching, and more about giving them feedback and then discussing and agreeing (using a coach approach of asking questions, listening, challenging) how they will move towards the expected behavior.
If this is getting in the way of team performance it is imperative that you tackle it early, and keep tackling it until it is fixed. It’s not fair on the other team members if they see this person sabotaging their efforts to get things done; and they will expect you as supervisor to take action. That said, that doesn’t necessarily mean it has to be you who gives the feedback – you could facilitate a discussion where you ask the team members to give each other feedback about what they want each other to stop/start/continue. This helps them ALL to step up when a problem needs to be tackled, which can help them to have the courage to do the same in future situations.
If the individual doesn’t change their behavior after multiple attempts to give them feedback, you need to seriously question whether they should be working in a team/your organization.
