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Team coaching

Learn to succeed together!

Moving from individual performance

to collective excellence


team coachingcreates a sustainable dynamic for success by making people work together to meet the challenges. Relationships are transformed to move from an organisation where performance is individual and independent to a powerful collective performance. The team learns to learn. It develops its agility.

The team coaching will focus on two important dimensions:

  • The meaning and the intentions of the coaching: to be as close as possible to what is important for the organization and to ensure that the operational results of the coaching are in line with.

  • The development of the quality of the links between team members. The changes in the functioning of the team, when they are necessary, will lead to an active and creative context for the realisation of the intentions.

Examples of situation: business and relational issues

  • Develop the vision, ambitions and objectives of a team.

  • Make strategies a reality, and overcome implementation issues.

  • Break the silos of work between different teams to develop links, commitment and co-responsibility.

  • Develop collaboration between team members in order to achieve goals, especially in a context of difficult relationships.

  • Get moving when resistance to change is strong.

  • Learn to give and receive feedback, and to speak truthfully within the team.

  • Strengthen the team following members departures or arrivals, a change in management, etc.

  • After a difficult period, whatever the type of difficulties, the team need to mourn to bounce back.


  • A secure framework for shifting paradigms.

  • A tailor-made support to be as close as possible to the needs.

  • A laboratory for the team where to dare, test, transform the way they work... to learn to learn.

  • The team's autonomy is strengthened for future challenges.


  • Definition of the organisation's demands and needs.

  • Building objectives and expected results, as well as indicators of success. Definition of operating modes and practical arrangements. Each proposal is tailor-made.

  • Coaching sessions -  each session the team experiment in a creative context and where feedback has an important place. Concrete implementation of new practices between each session.

  • Regular progress report.

  • Measurement of objectives and indicators of success.

What is the difference with teambuilding?

Teambuilding is generally a one-off action taken to allow teams to experience a special moment outside the traditional framework of the company. Teambuilding can take many forms: cooking lessons, bike rides, treasure hunts, etc. For me, the key point is that teambuilding allows team members to meet in a different light. In the teambuilding action that I propose, the intention is very strong in terms of knowing yourself and others.


Teambuilding can be a preliminary step to launch a team coaching action.

To learn more about teambuilding , click here.

What is the difference with consulting?

Consulting is a mode of intervention. The consultant is an expert in the client's business and will give his advices and recommendations in terms of business content and will invite the client to follow the recommendations. In team coaching, the coach is responsible for the process, for example the coach will provide a structure to the process. The coaching will allow the team, itself, to explore the complexity of the situation, and to be fully motivated and responsible in its choices and decisions. Each member of the collective is involved in the process thanks to the coaching mode. This will allow the project to be successful. The content and decisions belong to the team and its manager. They are the experts on their context and situation.

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