Hire a Certified " Team Coach "

Becoming the best version of you as professional group

Building a ‘high performing team’

WHEN or WHY would you need team coaching?

Team Coaching is designed to … 

  • guide a group towards a higher maturity so that 1 + 1 becomes 3
  • invite the team members to choose team development goals that are aligned with the company’s mission
  • become more aware as a team, what patterns or habits are holding them in a status quo in growth
  • build on including diversity and become able to use the potential of complementarity to the fullest
  • become aware as individuals how their personal contributions affect team dynamics and what is needed to overcome stuck states
  • decide as a team what wisdom and potential could be exploited more to move towards a higher performing team!

WHAT does a team coach do?

Professional team coaches offer much more than a team event: The team coach does much more than facilitating activities, s/he:
  • observes the team dynamics, patterns, unconscious habits, which are of course connected with the wider system
  • designs attuned interventions for the team to become able to observe themselves in the ‘way they act together’
  • mirrors patterns underlying both the success and the status quo of the team
  • asks powerful reflective questions for the team to decide what they want to change for the better
  • overlooks the developmental stages of the team and offers challenges to experiment and move to the next maturity stage

HOW can team coaching be successful?

The criteria for a successful team coaching trajectory are:

  • team coaching is not a one shot, it is a journey
  • teamleader and team members participate both as members of the team
  • all team members need to agree on the team development objectives
  • the role of sponsor, leader, team coach needs to be clarified
  • the team members remain the ‘owner’ of the trajectory. Each step is defined in co-creation with the team and the leader.
  • the team coach needs to be sensitive to observe system dynamics (not individual dynamics).
  • team coaching activities need to lead to tangible action plans, signed off by all
  • intermediate follow-up of action plans will define the long term success of team coaching interventions

Some examples of team coaching objectives and team coaching methods or activities

Team Focus on GOALS

  • Defining or revisting your mission and future vision 
    => with Lego Serious Play / Building an inspiring Tag Line method
  • Strategic planning and scenario testing
    => with Lego Serious Play Real Time Strategic Planning Method
  • Communication about our Team Identity to stake holders
    => Stake holder Persona Methods / Creative methods such as collagues, sculting, painting, etc.
  • Defining our team values and developmental path forward
    => Richard Barrett Team Assessment Tools / Value Card discussions / Team Culture assessments / …

Team Focus on ROLES

  • Redefining who’s talents can bloom best in different roles
    => sociocracy methods to redefine tasks and commitments
  • Redefining roles in project meetings and collaboration
    => process flow methods 
  • Natural roles in interactions and meetings
    =>  Explorations of preferences through the lenses of Kantor or Belbin/ Systemic constellations / Insights / … 


  • (Re)defining the team guiding principles (or code of conduct)
    => Lego Serious Play method / Indoor  or outdoor challenges followed by decission processes
  • Optimising decision processes in the team 
    => Self observation assignments / business games / introduction of specific decision making tools such as Consent Method / Deep Democracy Method / …


  • Optimising communication in the team
    => Different indoor and outdoor challenges / Insights Discovery workshop / Enneagram basic workshop /  … 
  • Getting to know, appreciate and build on complementarity in the team
    => Insights approach / Enneagram teamstyle and team patterns 
  • Overcoming polarisation in the team
    => awareness exercises to overcome black/white visions, deep democracy methods / … 
  •  Overcoming Intercultural differences
    =>  Getting to know specifics of cultures combined with personality preferences (Insights) / … 
  • Building Conflict Maturity 
    => Killman conflict styles questionnaire and experience discussions / Glasl phases of conflicts – defining de-escallation steps / Bi-lateral exchanges on needs / Non-violent Communication / … 

Meet us to define your team coaching objective

When your are part of the ‘system’ it is difficult to ‘see’ the full system. 
This is the major added value of the external team coach: they can see your growth potential as well as your blind spots!