London Team Coaching
Systemic Team Coaching for London Leadership Teams
Your Leadership Team Is the Most Powerful System in the Organisation
When your leadership team functions well, the organisation follows. But when pressure rises - transformation, uncertainty, or growth - even the best teams can slip into reactive patterns that dilute impact.
The question is:
Is your leadership team truly performing as the cohesive, adaptive system your organisation needs?
Ask yourselves:
Are we genuinely aligned on purpose, priorities and behaviours - or just agreeing in meetings?
Does our collective leadership translate into visible change across the organisation?
Do we create trust and psychological safety - or is healthy challenge getting lost in politics and caution?
Are decisions accelerating execution, or are we getting trapped in loops of debate and delay?
Are we modelling the collaboration and agility we ask others to demonstrate?
If the answer isn’t an unqualified “yes” across the board, it’s time to examine how the team itself is operating - not just what it’s doing.
We’ll get back to you within 1 business day.
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London - Team Coaching - Accredited - Evidence-based - Trusted Worldwide
Why Team Coaching Matters Now
Team coaching goes beyond facilitation or training.
It works at the intersection of behaviour, mindset, and system dynamics, helping leadership teams see - and shift - the patterns shaping their effectiveness.
It’s not about adding another meeting; it’s about creating a reflective space where the real work of leadership happens: aligning intent, surfacing unspoken assumptions, and embedding the change you want others to model.
Clif T. Commercial Project Manager, (South Africa).
“Edwin is an excellent coach... 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 Edwins' coaching program and development.
The EVE Coaching & Consulting Approach
We combine MSc-level behavioural science, psychological safety research, and psychodynamic systemic practice (via the Kets de Vries Institute method) with decades of Fortune 100 transformation experience.
Our bespoke approach helps leadership teams build awareness, trust, and accountability while anchoring insight in tangible business outcomes.
Systemic lens - understanding the team as part of a wider organisational ecosystem
Evidence-based methods - using diagnostics like Hogan and team climate assessments
Psychological depth - addressing patterns beneath the surface such as trust, identity, conflict, belonging
Group Dynamics Coaching - understanding how groups and teams work at an unconscious depth
Practical application - connecting every insight to live business challenges and measurable impact
Team Dynamics Coaching in London
Team performance rises or falls with team dynamics - trust, healthy conflict, decision quality, and accountability. Our team dynamics coaching combines behavioural science, psychodynamic insight, and practical operating rhythms to help senior teams shift from smart individuals to a cohesive leadership system.
Typical outcomes include: clearer decision rights, braver conversations, faster execution, and stronger psychological safety. Sessions run in London or online and are tailored to live business priorities, not generic workshops.
Use cases: new or re-formed SLTs, strategy–behaviour gaps, change fatigue, low engagement, or stalled cross-functional execution. (Take a look at the table below for example use cases)
Example Program Overview
One
Contracting for success with key stakeholders and team leader
Clarify scope, outcomes & cadence
Stakeholder map and success measures agreed
Two
1:1 Interviews • Observations
Team Diagnostic • Issue pre-reading
Data synthesis & insight themes
Sponsor readout & next-step alignment
Three
Four
Five
Six
Seven
When Best to Use Team Coaching…
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.
Executive Coaching Results & ROI (Our Impact in Numbers)
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- Client Satisfaction
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- Senior Leaders Coached
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- Nationalities Coached Worldwide
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- Participants Trained in Transformation & Behaviour Change
Updated: Sep 2025
Is your team performing at the level your strategy demands?
You work hard. Your leadership should, too.
When change is constant, your organisation needs more than good intentions. It needs leaders and teams who turn strategy into visible behaviours, momentum and results. A high-performing team coaching partnership helps you:
Sharpen strategic clarity and translate it into everyday actions.
Align the senior team on a few non-negotiables - less noise, faster execution.
Raise psychological safety and accountability so tough issues surface early.
Increase decision velocity - fewer meetings, better outcomes.
Retain and energise key talent through uncertainty.
Win stakeholder support and move adoption curves, not just slides.
Build durable advantage by making change stick.
If you’re ready to make that shift, Eve Coaching and Consulting brings evidence-based executive & team coaching (MSc in Coaching & Behaviour Change, ICF-PCC, Hogan-certified), grounded in Fortune 100 transformation, innovation, leadership development and cross-cultural experience.
Confidential, practical, no fluff- London-based, working globally.
Work 1:1 with a Team Coach - London & Global
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.
Trusted by Fortune 100 & FTSE 250 leaders across 80+ organisations.
Executive Coaching
Your context is unique - your coaching should be, too. With evidence-based methods (MSc in Coaching & Behaviour Change, Hogan-certified) and Fortune 100 transformation, innovation and leadership development, we help senior leaders turn strategy into behaviours that stick:
Emotional intelligence under pressure - sharper self-awareness, better regulation, deeper empathy.
Cross-cultural leadership - adapt your style across regions; lead 45+ nationalities with confidence.
Strategic clarity → execution - align priorities, translate them into weekly actions and OKRs.
Executive presence & communication - tell a compelling story, land difficult messages, win rooms.
Stakeholder influence & board alignment - map power dynamics, secure commitment, reduce friction.
Team alignment & psychological safety - surface the real issues early; raise trust and accountability.
Role transitions - first 90 days/onboarding for rapid credibility and early wins.
Emotional intelligence - self-awareness, regulation, and empathy under pressure.
Psychological Flexibility - enhance your ability to stay open, adapt, and act on your values - especially under pressure
Change leadership & adoption - move from slideware to sustained behaviour change.
Resilience & sustainable performance - protect energy, avoid burnout, sustain momentum.
Conflict navigation - handle tough conversations, mediate tensions, protect relationships.
Talent development & succession - grow future leaders; create a coaching culture.
Influence without authority - win support across functions and levels.
Evolve your Leadership Style - what got you here won’t get you there after all
Thriving in the Matrix
Curious to learn more, take a look at our 1:1 Coaching services
Leadership Team Coaching
Your senior team is the engine of execution. With evidence-based methods (MSc in Coaching & Behaviour Change, Hogan-certified) and Fortune 100 transformation, innovation and leadership development experience, we help leadership teams align fast and deliver what matters.
Shared purpose & strategic narrative - one clear story the whole org can repeat.
Role clarity & decision rights - crisp ownership (who decides, who inputs) to cut friction.
Operating rhythm that drives results - smarter cadences, meeting hygiene, and rituals.
Psychological safety with edge - candid challenge without politics; real issues surfaced early. and high performance unlocked
Healthy conflict & trust - move from avoidance to productive debate and commitment.
Cross-functional collaboration - cleaner handoffs, fewer bottlenecks, faster throughput.
Stakeholder alignment - board, exec peers, and key functions on side with clear asks.
Execution discipline - OKRs/metrics that translate strategy into weekly behaviours.
Decision velocity - clear escalation paths; fewer, faster decisions.
Hybrid/remote effectiveness - norms, tools, and agreements that keep momentum.
Inclusion & cross-cultural effectiveness - leverage diverse styles across regions.
Team diagnostics → measurable gains - baseline (e.g., Team 360) and tracked improvements.
Inspired, curious for more, take a look at our team coaching services
Comparing 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.
Client Testimonials from Enterprise & High-Growth Leaders
“I highly recommend Edwin for any organization or individuals who truly wish to transform.”
Christina S. Vice President (Tax) USA
“Edwin has been able to bring out a more refined leader in me.”
Jaipal, S. Supply Chain Ldr. DE&I & STEM Advocate
Proudly Serving the London, UK, Area, in Executive Coaching
Boroughs
City of London, Barking and Dagenham, Barnet, Bexley, Brent, Bromley, Camden, Croydon, Ealing, Enfield, Greenwich, Hackney, Hammersmith and Fulham, Haringey, Harrow, Havering, Hillingdon, Hounslow, Islington, Kensington and Chelsea, Kingston upon Thames, Lambeth, Lewisham, Merton, Newham, Redbridge, Richmond upon Thames, Southwark, Sutton, Tower Hamlets, Waltham Forest, Wandsworth, Westminster.
PostCodes
EC1A, EC1M, EC1N, EC1R, EC1V, EC1Y, EC2A, EC2M, EC2N, EC2R, EC2V, EC2Y, EC3A, EC3M, EC3N, EC3R, EC3V, EC4A, EC4M, EC4N, EC4R, EC4V, EC4Y, EC1, EC2, EC3, EC4, WC1, WC2, E1, E2, E3, E4, E5, E6, E7, E8, E9, E10, E11, E12, E13, E14, E15, E16, E17, E18, E20, N1, N2, N3, N4, N5, N6, N7, N8, N9, N10, N11, N12, N13, N14, N15, N16, N17, N18, N19, N20, N21, N22, NW1, NW2, NW3, NW4, NW5, NW6, NW7, NW8, NW9, NW10, NW11, SE1, SE2, SE3, SE4, SE5, SE6, SE7, SE8, SE9, SE10, SE11, SE12, SE13, SE14, SE15, SE16, SE17, SE18, SE19, SE20, SE21, SE22, SE23, SE24, SE25, SE26, SE27, SE28, SW1, SW2, SW3, SW4, SW5, SW6, SW7, SW8, SW9, SW10, SW11, SW12, SW13, SW14, SW15, SW16, SW17, SW18, SW19, SW20, W1, W2, W3, W4, W5, W6, W7, W8, W9, W10, W11, W12, W13, W14, BR1, BR2, BR3, BR4, BR5, BR6, BR7, BR8, CR0, CR2, CR3, CR4, CR5, CR6, CR7, CR8, CR9, DA1, DA2, DA3, DA4, DA5, DA6, DA7, DA8, DA9, DA10, DA11, DA12, DA13, DA14, DA15, DA16, DA17, DA18, EN1, EN2, EN3, HA0, HA1, HA2, HA3, HA4, HA5, HA6, HA7, HA8, HA9, IG1, IG2, IG3, IG4, IG5, IG6, IG7, IG8, IG9, IG10, IG11, KT1, KT2, KT3, KT4, KT5, KT6, KT7, KT8, KT9, RM1, RM2, RM3, RM4, RM5, RM6, RM7, RM8, RM9, RM10, RM11, RM12, RM13, RM14, RM15, RM16, RM17, RM18, RM19, RM20, SM1, SM2, SM3, SM4, SM5, SM6, SM7, TW1, TW2, TW3, TW4, TW5, TW6, TW7, TW8, TW9, TW10, TW11, TW12, TW13, TW14, TW15, TW16, TW17, TW18, TW19, TW20, UB1, UB2, UB3, UB4, UB5, UB6, UB7, UB8, UB9, UB10, UB11, WD3, WD4, WD5, WD6, WD7, WD17, WD18, WD19, WD23, WD24, WD25.
FAQ’s on Team Coaching in London
Q. How is confidentiality handled?
Confidentiality is formal and strictly observed. We use a written coaching agreement (NDA available) and adhere to GDPR standards.
As an ICF Professional Certified Coach (PCC), I follow the ICF Code of Ethics - which includes clear boundaries around confidentiality, data protection, and contracting. This is especially critical in team settings, where psychological safety is essential for open dialogue (more about that in our call).
Q. Can I switch between Zoom and in-person?
Yes, absolutely.
We can begin remotely and move in-person (or vice versa) at any stage with no penalty. Many London-based teams start on Zoom and add in-person sessions for team coaching workshops in particular.
Q. Where do in-person sessions happen in London?
At your office or offsite venue, - or on secure Zoom for convenience Virtual sessions are delivered via secure Zoom, maintaining the same level of engagement and confidentiality.
Q. What’s the typical team coaching cadence?
Most team coaching programmes run for 3–12 months, cadence depends on the approach below ie short reset, performance accelerator or a full systemic programme.
This rhythm allows reflection and application between sessions.
For simplicity I offer three Team Coaching programme options:
Short Reset – 1-2 months: team and stakeholder interviews, one full-day workshop, follow-up check-in
Performance Accelerator – 4-6 months: multiple workshops, leader 1:1s, mid-point review
Full Systemic Programme – 9-12 months: multiple workshops, observation in real meetings, ongoing support
Q. Can senior sponsors (e.g., HR or line executives) be involved without breaching confidentiality?
Yes - through structured 3-way contracting at the start, which aligns goals, expectations and confidentiality boundaries.
Progress or outcome reviews can involve sponsors, but the content of team or 1:1 individual conversations remains private unless agreed otherwise.
This balance enables both accountability and psychological safety - essential for real change.
Q. Do you work cross-culturally?
Yes, We have experience across 57+ nations and nationalities. We adapt to regional norms while keeping outcomes tight. My own research dissertation for my Henley Masters was on Intercultural Psychological Safety across more than 55 nationalities in a complex global organisation.
Cross-cultural Team coaching is one of our areas of specialty.
Q. Is “team dynamics coaching” different from team coaching?
Team coaching is an ongoing process that strengthens how the leadership team thinks, relates, and performs together. Team dynamics coaching emphasises the psychological and relational patterns (trust, conflict, decision-making, accountability) that drive performance. In practice, our programmes integrate both - so shifts in dynamics translate into measurable results.
Q. Do you coach individuals as well as teams?
Yes. See our Executive Coaching Service Page for senior team alignment, psychological safety, and execution cadence.
Q. Can coaching integrate with our leadership programme or offsite?
Absolutely. We regularly integrate team coaching with leadership programmes, offsites, or cultural transformation initiatives.
This may include diagnostics (e.g., Hogan, team 360° feedback), experiential facilitation, or ongoing coaching support to embed learning.
Q. What if there isn’t a fit?
After the (free) clarity call, if I’m not the right partner, I’ll recommend alternatives - no hard sell. team Coaching isn’t right for every situation.
Q. How does team coaching differ from facilitation or training?
Whilst a skilled team coach may use different modalities such as facilitations skills in a workshop there are distinct differences in approach…
Team coaching builds the capability of the leadership team itself over time.
Facilitation helps a group run a specific meeting or workshop effectively.
Training transfers knowledge/skills to individuals or a group.
(See our table above comparing approaches)
Q. What are some of the key success factors for team coaching?
Whilst there is no magic formula there are several factors that increase your ability to get the most from coaching. These include approaching coaching with an open mind, a growth mindset, and the humility to admit that even as a very capable leader there is always room to grow personally and professionally.
Coaching is most effective when the team treats it as real work, not an “extra.”
Q. What’s the best next step?
Book a 30-minute clarity conversation. No prep, no hard sell. just a confidential discussion to map your goals and the shortest path forward.
References
Harvard Business Review - “Why Teams Don’t Work” and “Cross-Functional Teams Are Dysfunctional”
Bain & Company (via HBR) - The Secrets of Great Teamwork
Gallup - State of the Global Workplace: 2024 Report
McKinsey & Company - The State of Organizations 2023 and Organizational Health: The Ultimate Competitive Advantage
Work 1:1 with a Team Coach - London & Global
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.
Trusted by Fortune 100 & FTSE 250 leaders across 80+ organisations.