Why team coaching works (the evidence)
- Psychological safety is the #1 driver of team effectiveness(Google’s Project Aristotle). Teams that feel safe to speak up solve problems faster and innovate more.
- Leadership development that builds psychological safety improves performance(McKinsey research on leadership behaviors tied to safer, higher-performing environments). McKinsey & Company
- Coaching delivers measurable impact: meta-analyses show coaching improves performance, well-being, and goal attainment (workplace coaching effectiveness research).com
- Engagement is a business issue: global engagement declines are costing hundreds of billions; manager engagement strongly predicts team engagement—structured coaching and regular conversations help.Business Insider
- Systems coaching (ORSC™) focuses on the relationship with the group, not just individuals—ideal for team-level transformation.CRR Global
Outcomes you can expect
- Higher trust & candor→ constructive conflict, faster decisions
- Clear operating rhythms→ fewer meetings, more ownership
- Alignment on strategy→ prioritization and cross-functional flow
- Healthier culture→ psychological safety and accountability
- Sustained performance→ behaviors embedded in day-to-day work
(We’ll define success metrics at kickoff and review progress mid-point and end.)
How our Team Coaching works
1) Discover
Stakeholder interviews + (optional) diagnostics to define outcomes and baselines. We listen for system patterns (roles, alliances, conflict norms). ORSC™ lens
2) Design
A tailored plan: cadence, decision rituals, feedback loops, and success measures aligned to your strategy.
3) Do the work
Facilitated team sessions that build skills in candor, decision-making, and collaboration—plus real “live issues” working time so progress happens in-room.
4) Embed & review
Operating agreements, role clarity, and review points that lock in new habits. We measure against your starting baseline.
Program options
Accelerator (Quarter)
- Discovery + 3 team sessions (virtual or in-person)
- Operating agreements + decision rhythm design
- Mid-point pulse + endline review
Transformation (Half-Year)
- Discovery + 6 sessions + leader check-ins
- Conflict & candor skills, decision architecture, roles structure and clarity, stakeholder mapping
- Baseline → mid → end measurements & dashboard
Executive Team Intensive (System Focus)
- Offsite + quarterly integration sprints
- Cross-enterprise initiatives run “live” in sessions
- OptionalHogan or 360° inputs for targeted behaviors
FAQ:
- How is team coaching different from facilitation or training?
Team coaching combines real work with skill-building and feedback on team dynamics. We don’t just run a workshop—we help you practice new habits on your actual strategic priorities. - How do you measure impact?
We co-define 3–5 KPIs (e.g., decision cycle time, % meetings with clear outcomes, stakeholder NPS, engagement pulse on safety/candor). We run baseline → mid-point → endline. - Who should be in the room?
The intact team that owns shared outcomes (e.g., ELT, function LT). Sponsors are aligned at kick-off; observers are limited to preserve candor.
Our team coaching engagements are tailored for organizations navigating change, growth, or transformation—building high-performing teams that are aligned, resilient, and capable of leading change from within.
Ready to strengthen your team’s collaboration and collective intelligence?
Connect with us to begin your team coaching journey.
