Team Coaching

What is team coaching

Team coaching can be defined as a learning intervention designed to increase collective capability and performance of a group or team, through application of the coaching principles of assisted reflection, analysis and motivation for change (Clutterbuck, 2010, p271).

Systemic team coaching has two aspects. One is to help teams understand the multiple systems they are part of or occur within the team. The other is to help the team develop practical ways to manage, monitor and review those systems.

When can a team benefit team coaching

  • When a new work plan is required
  • When a team is formed or teams combine
  • When a new manager takes over a team
  • When team conflicts need to be worked through
  • When team efficiency must increase
  • To address and reverse burnout
  • When conflict or distress decreases productivity
  • When a team is not reaching goals
  • When engagement is low
  • When there are major organisational changes, such as a merger, rapid growth or downsizing
  • When a successful team embarks on a new challenging project
  • To increase understanding and appreciate diversity
  • When a team wants to go from good to great and from great to awesome

About the team coach

I am being certified in the evidence-based, complex, adaptive systems model of team function and dysfunction (the PERILL model) and I use my 10+ years of experience of working and managing teams in various contexts. We might also play with elements of business applied improvisation if appropriate for the teams’ need.

My background lies in the HR field, having a demonstrated history of managing teams and designing & implementing successful strategies and projects across the entire employee journey, touching areas such as employer branding, recruitment & onboarding, talent & learning, performance management, change management, internal communication (some at regional and global level). I hold 2 BAs in Management & Psychology, a Masters degree in Anthropology, a CIPD Diploma in L&D and I am in progress of being certified as an Individual Practitioner of Team Coaching by EMCC.


The PERILL model is developed by David Clutterbuck and is based on 20 years of observation and research into team performance and dysfunction. Most models of teams focus either on high performance or dysfunction. PERILL takes a systemic perspective that recognises that these aspects are linked. It identifies five contexts, in which teams may function well or poorly, and one moderating factor that affects how these contexts are managed. The elements are: Purpose & Motivation, External Processes, Systems & Structures, Relationships, Internal Processes, Systems & Structures, Learning, and Leadership.

Methodology (or how it works)

If you decide team coaching might be useful for you, these might be some of the big steps we will take. Order can vary and some activities will overlap.

  1. Intro session with the team leader
  2. Team members fill out a questionnaire
  3. Individual interviews with each team member (and other stakeholders if possible)
  4. Assessing if team coaching is the right type of intervention for the team
  5. Calibration session with the team leader
  6. Calibration session with the team
  7. Coach observing the team at work
  8. Coaching sessions (incl. recalibrations as needed)
  9. Wrap up

Contact me at and let’s talk more.