Coaching - Corporates & Teams
Elevating Collective Potential
Coaching is not a luxury - it’s a strategic investment in growth, resilience, and effectiveness. Businesses that embed coaching into their culture see:
Stronger, more self-aware leadership that inspires and guides with clarity.
High-value teams that communicate effectively and work in synergy.
Resilient employees who navigate change with confidence and adaptability.
Increased productivity and a culture of innovation and accountability.
Every team has its own dynamics, challenges, and potential. My role is to help teams see themselves more clearly, strengthen collaboration, and connect with the wider system they serve. A few principles guide my work with teams:
Discovery and Alignment – We begin by exploring the team’s purpose, mandate, and stakeholders’ expectations, building a shared understanding of what success looks like.
Strengthening Relationships - We focus on the quality of collaboration within the team - trust, communication, and psychological safety - so people can challenge and support each other effectively.
Systemic Perspective - Teams don’t exist in isolation. We look outward to stakeholders, customers, and partners to ensure the team is connected, relevant, and delivering value to its wider system.
Action and Experimentation - Through workshops, feedback, and real-time observations, the team practices new ways of working, experimenting with behaviours that drive performance.
Embedding Change - The aim is not just short-term improvement, but building a team culture that can adapt, self-correct, and thrive long after the coaching concludes.
Typical Focus Areas
Commissioning - Clarifying the team’s mandate and aligning with stakeholders’ expectations.
Clarifying - Building shared purpose, values, and agreed ways of working.
Co-Creating - Enhancing collaboration, trust, and communication within the team.
Connecting - Strengthening relationships with the wider system: stakeholders, customers, and partners.
Core Learning - Embedding a culture of reflection, adaptability, and continuous improvement.
What does a team coaching engagement look like?
A team coaching engagement typically runs 6 - 12 months.
My team coaching uses a systemic lens - an outside-in and future-back approach. We consider the wider system that teams operate in, focusing on improving both internal relationships and external relationships with stakeholders, customers, and partners.
This work is done alongside building clarity around shared purpose, direction, and accountability.
All engagements begin with a discovery phase, before moving into development and coaching. I use a mix of approaches such as:
1:1 interviews
360-degree feedback
Meeting observations
Team coaching workshops
The aim is to create sustainable, high-performing teams that can self-correct, self-coach, and thrive long after the coaching concludes.
Coaching services are available globally, online and in-person. Please enquire regarding options.