​Team coaching is one of the fastest‑growing areas in leadership and organisational development. Still relatively new compared to individual executive coaching, it focuses on helping teams improve the way they think, work, and perform together.
 

Whole Human Team Coaching

In our Whole Team Systemic Coaching Model, the role of the team coach is:
 

“To support a team in learning about themselves and the systems in which they operate in order to implement change which benefits their internal and external stakeholders, their organisation, their individual and collective development — and the individuals and communities who their work affects.”
 

Because team coaching is relatively new, you’ll find different definitions depending on which academic or practitioner you speak to. Understanding these perspectives helps explain where the thinking has come from and how the practice continues to evolve.
 

Academic and Professional Definitions

Hackman & Wageman (2005) define team coaching as:

“Direct interaction with a team intended to help members make co‑ordinated and task‑appropriate use of their collective resources in accomplishing the team’s work.”

Clutterbuck (2011) describes it as:

“Helping the team improve performance, and the processes by which performance is achieved, through reflection and dialogue.”

Thornton (2016) frames team coaching as:

“Coaching a team to achieve a common goal, paying attention to both individual performance and to group collaboration and performance.”
 

The Importance of Systems Thinking

Many definitions focus on what happens inside the team — but in today’s highly connected, fast‑changing world, that’s only half the picture.

True high‑performing teams also need to be aware of:
 

• What’s happening outside the team

• How they connect with their organisation’s wider system

• The needs and perspectives of key stakeholders, customers, and partners
   

Peter Hawkins (2014) captures this in his definition of systemic team coaching:
 

“A process by which a team coach works with the whole team, both when they are together and when they are apart, in order to help them improve both their collective performance and how they work together, and also how they develop their collective leadership, to more effectively engage with all their stakeholder groups to jointly transform the wider business.”
 

Relationships Drive Results

While systems thinking is crucial, the quality of the relationship between the team and its coach also plays a vital role in success. Trust, rapport, and a sense of psychological safety directly influence how open a team is to new perspectives and change.

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Lanz (2016) puts this focus into his definition:
 

“Working with a whole team to support the development of healthy integrated relationships within the individual, between team members and key organisational stakeholders to support the delivery of a team task in the most efficient, enjoyable and sustainable way possible.”
 

Find Out How Your Team Could Benefit

Every team is unique — and so is the coaching approach that will help them thrive. Whether you’re looking for:

• A short, energising intervention to inspire fresh thinking and improve collaboration, or

• A longer-term team development programme to embed lasting behavioural change and tackle complex challenges,

Whole Human Team Coaching can provide the clarity, alignment, and capabilities your team needs to perform at its best.

If you’re seeking a team coach who can help your people work together more effectively, navigate complex challenges, and deliver stronger results for your organisation, let’s have a conversation.

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Get in touch today to explore how team coaching could support your teams to become truly high‑performing or find out more

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