Global Team Development Coaching

Unlock the collective brilliance of your team…

Bespoke team coaching lifting your team to its next stage of evolution

Secure Your Team Consultation ➔

A confidential conversation to explore your team’s current dynamics and goals.

50+ Nationalities Coached in 80+ Organisations | MSc Coaching & Behaviour Change (Henley) | Hogan Certified | Former Fortune 100 Transformation, Innovation. Leadership Development

Accredited - Evidence-based - Trusted Worldwide

Edwin Eve International Coaching Federation (ICF) Accredited Coach at Professional Certified Coach (PCC) Level Credly Badge

Edwin Eve Hogan Assessment MPVI, HDS, HPI Certified Credly Badge

Picture showing team in potential collaboration

The troubles with teams…

“ Top teams spend less than 30% of their time in productive collaboration “

McKinsey study of 600 senior executives at 30 multinationals.

Unlocking Collective Brilliance: The Impact of Team Development Coaching…

Image of sparklers denoting team coaching by Edwin Eve unlocking collective brilliance

“... Systemic team coaching is a process by which a team coach works with a whole team, both when they are together and when they are apart, in order to help them improve both their effectiveness and how they work together, and also how they develop their collective leadership to more effectively engage and co-create value with and for all their key stakeholder groups to jointly transform the wider business ecosystem and create beneficial for the wider ecology.”

— (Hawkins., 2021: 82)

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Team Coaching Client Feedback…

“As our team coach … Edwin engaged and put programs together to reconnect the team in this new virtual world not only did this give a sense of belonging but also reenergised the team to develop, deliver and grow individually and as team members. I can say today we are a stronger team based on Edwin’s coaching program and development.”.

Clif T. EMEA Commercial Project Manager, (South Africa).

Image: a series of balloons float away in a sunny blue sky, a metaphor for the feeling when teams work well

Team Coaching is for you and your team if...

You have a team with considerable IQ but want to enhance WE-Q (collective intelligence)
Your team is unclear on its purpose, vision or direction
You are looking to improve the performance of your team and create a more positive work environment
You want to cultivate a sense of psychological safety, where team members can openly share their thoughts, where the unsaid becomes said
You want to create a potential organisational ripple effect from high performing teams
You need to increase the collective resilience of your team(s)
You find your teams collective creativity is uninspirational for the organisation
You wish to improve communication within the team and beyond
You want your team to have healthier conflict resolution
You understand the importance of adaptability and resilience in today's work environment.
You understand that in todays challenging environment collective brainpower and support outshines the competition
If you can answer yes to any of the above feel free to get in touch
Perhaps you have already tried various outside-in training approaches and are ready to tackle teamwork from the inside-out?
Then lets talk….

Start your team's next stage of evolution today ➔

When Team Coaching Creates the Most Value…

When Team Coaching Becomes Business-Critical
Certain patterns reveal when a leadership team’s effectiveness is under strain. These are the trigger points where systemic, psychologically informed team coaching creates measurable business impact.

Severity	Trigger / Dysfunction	Observable Symptoms	Typical Business Situation	Risk if Ignored
SEVERE	Leadership team change or power shift	Unclear direction; competing narratives; key people unsettled	New CEO/SLT; merger; transformation; turnaround	Execution stall; culture drift; critical talent loss
SEVERE	Decision paralysis & lack of collective commitment	Endless debate; unclear ownership; reversals; “agree in room, diverge outside”	Strategic ambiguity; conflicting executive agendas	Missed windows; slow execution; leadership fatigue
SEVERE	Inattention to shared results	Functional silos; personal wins over enterprise success; KPI fragmentation	Growth plateau; complex matrix; unclear success measures	Value erosion; internal competition; poor execution
HIGH	Narrow decision-making (limited diversity of thought & stakeholder input)	Key voices absent/unheard; narrow debate; weak customer/field insight	Rapid change; hybrid leadership; siloed functions	Strategic blind spots; slow adoption; reduced trust in decisions
HIGH	Low psychological safety & avoidance of healthy conflict	Polite meetings; silence on real issues; back-channel debate	Cultural caution; recent downsizing; senior turnover	Poor decision quality; slow learning; undiscussed risk
HIGH	Avoidance of accountability	Slipped commitments; no follow-up; peers won’t hold peers to account	Remote/hybrid ops; unclear metrics	Performance decay; normalised mediocrity
HIGH	Top team stuck in storming (not progressing to performing)	Guarded behaviour; alliances; recurring conflicts; norms unclear	Newly formed SLT; CEO transition; integration	Slow cadence; decision churn; fragile execution
HIGH	Change fatigue	Eye-rolls at new initiatives; passive resistance; “this will pass”	Overlapping programmes; rolling reorganisations	Engagement drop; stalled transformation; credibility loss
HIGH	Burnout & absenteeism (senior team)	Leaders stretched thin; reactive firefighting; leave spikes	Sustained high pressure; unclear priorities; under-resourcing	Loss of resilience/creativity; turnover risk; governance gaps (Escalate to SEVERE if key roles impacted or pattern is systemic.)
HIGH	Erosion of trust & cohesion	Attribution of bad intent; micro-alliances; guarded comms	Failed change history; fast leadership churn	Talent loss; politics; poor collaboration
HIGH	Fragmented leadership team	Mixed messages; side-meetings; “us vs. them” narratives	Post-merger; hybrid leadership; scaling phase	Strategy drift; misaligned execution
MEDIUM	Role & accountability blur	Overlaps/gaps; leaders in each other’s lanes	Reorgs; multi-function leadership; matrix tension	Confusion; duplication; frustration
MEDIUM	Meeting overload / low yield	Calendar congestion; unclear outcomes; debate repeats	Hybrid/global leadership teams	Decision latency; fatigue; reduced momentum
MEDIUM	Cross-functional friction	Hand-offs drop; “that’s not our job”; email escalation	Complex programmes; matrix structures	Rework; delays; internal conflict
MEDIUM	Innovation stall	Few new ideas; risk aversion; high idea kill-rate	Market disruption; new strategy cycle	Missed opportunities; stagnation

If two or more SEVERE or HIGH triggers sound familiar, it’s time for a focused conversation. Book a 30-minute clarity call to explore next steps.

Schedule your call

Edwin Eve Performance Associates Accredited Team Edge 360 Team Coaching model

One of our approaches… ‘Creating the Team Edge’ developing High-Performing Teams

We often use the Creating the Team Edge framework: a practical, evidence-based way to align purpose, ways-of-working and behaviours so your team performs under pressure (see graphic),

To excel in creating high performing teams, a fundamental step is understanding the team's specific circumstances and evaluating their progress. To facilitate this, we offer a Team 360 diagnostic tool, a team cultural audit, as part of our team coaching process.

This diagnostic tool involves interviews and a Team 360 Questionnaire, which can survey up to 100 individuals, including team members, direct reports, team sponsors, and stakeholders, regarding how closely the team aligns with our proven model.

We use the resulting Team 360 report in our team coaching approach significantly helping to surface unspoken team perspectives and group dynamics in a relational style.

This is a key benefit of Team Coaching compared to other team development approaches such as training or facilitation.

You wouldn’t expect a top-performing sports team to not have a team coach, why would business be any different when the stakes are even higher?

The Roadmap to Success: Working Together to Build High Performing Teams

Dream it.

It all begins with an idea. What would it mean if your team was even higher value creating, what could that look like for you, your stakeholders and your customers?
This begins with a discovery call to understand your needs.
We carry out a series of 1:1 interviews before agreeing and expertly crafting the approach.
Believe it.

This could be through many approaches including one of a number of advanced team diagnostics, a type of team culture assessment, that begins to tease out what’s being said and what’s not being said. Or team observations and a number of proven impactful approaches.
Followed on by crafting a bespoke series of workshops based on your teams unique needs and the teams next stage of evolution.
Achieve it.

We then skillfully craft and apply the best workshop approaches using advanced proven techniques depending on your unique business situation and team dynamics.

Get in Contact

Case Examples of Impactful Team Coaching

Introduction of a new CEO or senior leader impacting team dynamics.
Formation of a new senior leadership team or integration of new members.
Breakdown in trust among senior leadership team members.
Poor interpersonal dynamics affecting collaboration and decision-making.
Conflicts between senior leaders due to competing priorities or personality clashes.
Lack of psychological safety within the leadership team, stifling open dialogue and innovation.
Erosion of mutual respect due to unresolved tensions or past conflicts.
Desire to strengthen trust, collaboration, and shared accountability among senior leaders.
Ineffective communication patterns leading to misunderstandings or misalignment.
Perceived or actual power struggles between members of the team.
Formation of cliques or subgroups within the leadership team, creating divisions.
Difficulty in managing diverse personalities or leadership styles.
Introduction of a new team member disrupting established dynamics.
Inadequate collaboration skills affecting cross-departmental relationships.
Merger or acquisition requiring alignment of senior leadership cultures.
Uneven participation in decision-making causing resentment or disengagement.
Feedback from employees indicating relational issues at the leadership level.
Resistance to shared accountability for team outcomes.
Conflict or silos between departments represented by senior leaders.
Low empathy levels among team members, impacting interpersonal connections.
Difficulty navigating cultural differences within a global or diverse team.
Relational strain during high-pressure situations (e.g., crises or major transitions).
Lack of alignment on values or behaviours expected of the leadership team.
Desire to create a more cohesive and supportive team environment to model relational excellence and high performance for the organisation.

PICTURE OF RIVER AND EYEGLASS DEPICTING THE DIFFERENT PERSPECTIVE AND IMPROVEMENTS FROM TEAM COACHING

Creating a Winning Culture: The Power of High Performing Teams…

Purpose and Goals

29% increase in financial return when a team has a clear purpose and line of sight of company goals (Price & Toye, 2017). Our team development approach has purpose at its heart.
Interpersonal Connection

Improved team collaboration, productivity, relationships, personal learning and change (Carr & Peters, 2013)
Economic Profit

23% increase in economic profit provided by high performing teams (Price & Toye, 2017). Unlocking the potential of teams is the aim of team coaching.
Diverse Perspectives

A key benefit of team coaching is creating a space for diverse perspectives. (Widdowson & Barbour, 2021)
Unlocking Team Creativity

Positive impacts in team creativity, reflexivity and emotional intelligence (Lumley, 2020)

Your leadership team is made up of high-performers. But that doesn’t always mean high-functioning.

Competing agendas, subtle power dynamics, and unspoken tensions can limit what’s possible - even when everyone has the same goals.

Bespoke High Performing Leadership Team

High-performing leadership team coaching programmes are designed to enhance collaboration, communication, and strategic thinking within teams.

These programmes focus on aligning individual strengths with team objectives, fostering a culture of accountability and trust. Through tailored coaching sessions, leaders are encouraged to challenge their assumptions, embrace diverse perspectives, and develop innovative solutions to complex problems,

These programmes not only elevate team performance but also cultivate a resilient leadership pipeline capable of navigating the challenges of an ever-evolving business landscape. Ultimately, the goal is to empower leaders to inspire their teams, driving sustained organisational success.

High Performing Leadership Team Programs

The Innovators Team Dilemma

Innovators are the heartbeat of successful enterprises. Often appreciated, regularly under-appreciated.

The team coaching programme for innovators is designed to foster creativity, collaboration, influence and resilience within teams that drive change and explore new ideas. Through a series of dynamic sessions, participants engage in tailored exercises that promote open communication and constructive feedback, enabling them to harness diverse perspectives and challenge conventional thinking.

By cultivating a culture of trust and psychological safety, this programme empowers innovators to unleash their full potential and transform visionary concepts into actionable strategies that deliver impactful results.

This program helps innovation teams in their evolution to the next stage of performance.

Founders Transition

Over time, leadership teams, and in particular, founders often move onwards to pursue bigger and better things in their careers and personal lives. This might include taking more time for leisure activities like playing golf or even transitioning from a CEO role to a more advisory position as a Chairman.

Our programme is specifically designed to successfully support these critical transitions that leaders face. This comprehensive support includes our innovative Team 360 approach, combined with additional systemic team coaching methodologies that enhance effectiveness and collaboration within the team.

This program supports critical leadership transitions within teams

Imagine a team where decisions move faster, trust runs deeper, and alignment isn’t a constant struggle.

Sectors we develop high performing teams within include…

How does Team Coaching Compare To Other Team Development Approaches?

Understanding the difference between team coaching, facilitation, and training helps leaders choose the right intervention. Facilitation manages dialogue and coordination, while training builds specific skills. In contrast, team coaching develops how the team thinks, relates, and performs together over time - strengthening its collective capacity to lead and deliver results.

Aspect	Team Building	Team Training	Team Consulting	Team Mentoring	Team Facilitation	Team Coaching
Time Frame	Short, 1–5 days	Short, 1–5 days	Widely variable	Staccato, hours over time	Short, 1–5 days	Longer term, months
Process	Exercises	Work through a structured curriculum	Consultant shares expertise	Mentor shares experience	Facilitated dialogue	Coach partners with team to co-create insight
Growth Area	Enhanced relationships	New knowledge or skill	Additional insights	New knowledge	Clarity	Achieved goals; team sustainability
Team Dynamics & Conflict Resolution	Minimal	Minimal	Advisory only	Minimal	Minimal	Integral
Expert Ownership	Instructor	Trainer	Consultant	Mentor	Facilitator and team	Team own outcomes

Team coaching builds a leadership team’s capacity to self-observe, adapt, and sustain performance. Coaches may use elements of facilitation, consulting, or training when helpful, but ownership and learning return to the team.

Team Coaching with Edwin - ICF PCC, MSc Coaching and Behaviour Change

Edwin Eve of Eve Coaching and Consulting Team Coach

Hi, I’m Edwin, a Professional Certified Coach (ICF) with an MSc in Coaching & Behaviour Change, and decades of business experience in one of the worlds most innovative Fortune 100 global conglomerates.

I’ve partnered with senior leaders and top talent like you across more than 50 nationalities within more than 80 organisations. I am excited to offer bespoke professional coaching for you and your organisations.

Want to surface what’s really holding your team back?
Start with a confidential conversation.

Talk to a Team Coach today ➔

individual-jumping-for-joy-over-stream-with-the-prospect-of-being-team-coached-by-Edwin

Q. What is systemic team coaching?

Systemic team coaching develops the team’s collective leadership in relation to its stakeholders and the wider organisation. It focuses on how the team works together and the value it creates beyond itself, not just on individual skills or away-day bonding. It blends observation, facilitation and coaching to improve performance and relationships.

Q. How is team coaching different from training or facilitation?

Training builds skills; facilitation runs a meeting. Team coaching is an ongoing process that improves how the team thinks, relates and performs over time. It integrates diagnostics, live observation and targeted workshops so improvements stick when pressure rises, not just during off-sites.

Q. What is the difference between team coaching and group coaching?

Team coaching works with an intact, interdependent team to improve collective performance toward shared goals, while group coaching brings individuals (often unrelated) together to pursue personal goals and peer learning without shared accountability

Q. What is the role of Team Coach?

A team coach partners with the whole team to clarify purpose and agreements, foster psychological safety and learning, surface system dynamics, and build collective accountability so the team sustainably improves performance and stakeholder value. This is a skilled role requiring in depth psychology training at an individual and team level, ideally together with business knowledge.

Q. What diagnostics do you use (and why)?

We use interviews and potentially a Team 360 diagnostic to surface how stakeholders experience the team: strengths, gaps and patterns that people often feel but don’t name. The insight guides a bespoke programme so we work on the few things that change everything.

Q. How long does a typical programme take?

Most engagements run 3–9 months: discovery and diagnostics (weeks 1–4), focused workshops and coaching (weeks 5–20), then review and handover. Cadence and scope depend on goals, size and context (e.g., new leader, re-organisation, M&A).

Q. What outcomes should we expect?

Common outcomes include clearer priorities, faster decisions, healthier conflict, better stakeholder alignment and improved cross-functional collaboration. We agree observable measures up front (decision lead time, engagement pulses, stakeholder feedback) and review progress regularly.

Q. Does this work for hybrid or global teams?

Yes. We blend on-site and virtual sessions, use tools that work across time zones and focus on practices that build connection and momentum between meetings.

Q. How do we get started?

Begin with a short call to clarify goals and context. We’ll propose a diagnostics plan and draft programme with milestones and success measures. If it feels like a fit, we schedule interviews and 360s to start the work.