Team and Organisation Development
Senior leadership team coaching

Our team coaching method is based on working with both the team as a system plus individual coaching of its members, the purpose of which is to improve personal and team performance. Its contribution is to build an aligned, focused, successful team and to grow and develop more personally, socially and strategically aware leaders. Unquestionably a challenging process, it works best when a team or team leader recognises the need to step up and become a high performance team in order to deliver improved organisational performance.

There is a strong emphasis on trust building, creating openness and producing more authentic professional relationships through facilitated self-disclosure and feedback.

Ultimately it's a place where the team learns together, gets to understand and appreciate one another more and becomes energised to reach higher levels of commitment. It takes the team beyond the single 'heroic' leadership model, strengthens engagement and unlocks group creativity and collective intelligence.

Individual members of the team also improve their own capacity to lead and coach their operational teams more effectively through the learning they derive from the workshops and from the coaching skills training they receive as part of the process.

Creating coaching cultures

Implementing a coaching culture is coaching's most significant contribution to organisational capability and success and when this intervention really works it has a transformative impact.

However, many organisations that have embarked on these journeys are now feeling frustrated by the lack of results. They have usually used external coaching firms to provide coach training to a number of senior managers and then sought to build their own internal capability through the HR or learning and development teams continuing the roll-out of short coaching courses to a wider group of managers.

Whilst this strategy achieves a degree of momentum it is rarely enough to achieve that vital tipping point necessary to gain critical mass. A far more comprehensive approach is needed which takes an organisational development rather than a training approach.

We have worked with a number of organisations who have understood this and made a commitment to a process that has encompassed several or all of the following elements: an organisational coaching strategy, senior leadership team development, executive coaching and large group interventions supported by coach training programmes and ongoing supervision.

The results in these cases have been dramatic and exceeded expectations.

We have developed a coaching culture model in collaboration with Professor Bill Critchley, former head of Cranfield's Masters' programmes in organisational consulting and coaching, which forms the basis of our approach.