I often ask people, “What does team coaching mean to you?” The responses vary, but a common reaction is: “Do you mean team building, Paul?” or “I think so, but how does team coaching really work?”
For the past 11 years, I have been coaching executives in structured one-on-one sessions. However, when working with leadership teams of 6, 8, 10, or even 19 people, I’ve learned that while I bring structure to a session, I must also be flexible. What a management team truly needs may not align with a rigid framework, so I adapt accordingly.
I often refer to The Five Dysfunctions of a Team by Patrick Lencioni, who provides a strong framework for understanding how teams operate. At the foundation of his dysfunction pyramid is trust—or the lack of it.
What is Team Coaching?
Team coaching enables a team to work together more effectively. It is a structured approach that enhances collaboration, communication, and performance within a leadership group.
Sounds simple? Well… not so fast! Through these short LinkedIn posts, I aim to provide context, real-life examples, and insights into the benefits of team coaching.
Why Team Coaching Matters
The word Coach is dear to my heart because, for me, coaching is not just work—it’s a passion. The word Team resonates equally, given my experience working in both business and sports teams. Yet, many professionals take their teams for granted and fail to leverage the full potential of their teammates’ skills and abilities.
A Real-World Example
A software company in Western Europe brought me in to coach three directors responsible for managing their business across Central and Eastern Europe (CEE). Although headquarters had given them the autonomy to lead the region collaboratively, they weren’t effectively communicating or making decisions together.
I guided them through a team coaching journey, helping them identify key issues and redefine their working dynamics. Over six months, we met monthly to assess progress and strengthen their collaboration.
The Challenge
One of the three directors wasn’t ready to “play ball” or collaborate. He chose to share updates only when it suited him, creating friction in the decision-making process. When I pointed this out, he dug in his heels, unwilling to change.
The Turning Point
I encouraged the other two directors to “call him out” directly—assertively but fairly. They did, highlighting how his lack of communication was impacting their collective goals. Over time, with continuous reinforcement of the company’s expectation for collaboration, he began to show signs of improvement.
However, coaching is about change—the need for it and the willingness to embrace it. Despite surface-level agreements, he frequently reverted to his old patterns, avoiding discussions and dismissing challenges from his peers.
Twelve months later, I learned that the company had restructured, and the resistant director was no longer with the organization. The other two directors, however, were promoted—recognized for their commitment to teamwork and a positive attitude.
The Power of Leadership Team Coaching
A misguided attitude or a team member lacking the courage to change is a common scenario during team coaching. To quote Richard Hackman, an expert in team coaching he once said:
“I have no question that when you have a team, the possibility exists that it will generate magic, producing something extraordinary. But don’t count on it.”
Leadership team coaching helps executive teams align their vision, make better decisions, and lead with greater impact. By fostering trust, clarity, and shared goals, this approach transforms teams into high-performing, cohesive units.
Many tools can help achieve this transformation, but the key to success lies in the ability to facilitate dialogue and engagement—often something that has been missing for a long time.
If you’re interested in learning more about team coaching methodologies, let’s talk!
📧 Paul@paul-renaud.com
📞 +40 743 180 012