TEAM COACHING
Helping leadership teams rebuild trust, find alignment, and grow together—especially through change.
Who It's For
Leadership teams navigating reorganization, restructuring, or rapid change
Newly formed or merged teams that need to become a team, not just a group of people
Teams carrying low trust, silos, or tension that never quite gets said out loud
Teams facing a shared goal bigger than any one member can deliver alone
Groups that meet often but still seem to talk past each other
What You'll Gain
Rebuilt trust and the psychological safety to say what needs saying
A shared, honest picture of where the team really is right now
Clarity on purpose, roles, and how you’ll work together after change
Better decisions, sharper meetings, and less energy lost to friction
Stronger relationships with the stakeholders your team serves
A team that self-corrects—able to reflect and keep growing without the coach in the room
My Approach
I take an evidence-based, systemic approach to team coaching. That means we don’t only work on how people get along—we work on the whole system: the team’s mandate, its roles, its relationships, and its connection to the wider organization. Two complementary methods anchor the work.
Systemic Team Coaching
Grounded in Peter Hawkins’ widely used model, systemic team coaching treats your team as a system that exists to create value for its stakeholders—not as a set of individuals to be improved. I work across five interdependent disciplines, in roughly this order:
Commissioning
Getting clear on the mandate—what the organization actually needs from this team, and making sure it has been given and received.
Clarifying
Aligning on purpose, goals, roles, and ways of working—especially where change has blurred them.
Co-creating
Strengthening how the team actually works together: trust, dynamics, and the quality of thinking in the room.
Connecting
Rebuilding how the team engages with—and delivers value to—the stakeholders and wider system around it.
Core Learning
Building the habit of standing back, reflecting, and renewing—so progress holds long after the coaching ends.
LEGO® Serious Play®
LEGO® Serious Play® is a facilitation method where everyone builds to think. Using bricks as a shared language, each person builds a model of their perspective—and then the team builds together. It sounds playful, and it is; it’s also one of the most effective tools I know for teams where trust is low or a few voices tend to dominate.
Everyone has a voice
Because everyone builds and everyone shares, the quiet expert and the senior leader get equal airtime. No one hides; no one dominates.
Hard things get easier to say
Building through metaphor lets people put a difficult truth on the table—about the model, not the person—so tension can surface safely.
Shared understanding, fast
The team builds a landscape it can all see and point to, turning abstract issues into something concrete you can actually work on.
Systemic coaching gives us the map; LEGO® Serious Play® gives us a way to explore it together that levels the room and moves quickly past defensiveness.
WHAT’S INCLUDED
A partnership, designed around your team
Every engagement is shaped to your team and its context—typically over three to six months.
A commissioning conversation with the team’s sponsor to clarify goals, context, and what success will look like.
Confidential interviews with team members and key stakeholders, plus an optional team diagnostic to set a baseline.
A series of team coaching sessions, including hands-on LEGO® Serious Play® workshops.
Practical commitments between sessions, so change shows up in the real work—not just in the room.
Optional stakeholder check-ins and a re-measure to track progress and tell an honest story about it.
Engagements are tailored—from a focused workshop to a longer developmental partnership.
Let's Talk
Wondering whether team coaching is right for your team? Book a complimentary 30-minute conversation to talk through what your team is facing and whether we’re a good fit. No pressure, no pitch.