The best indicator of team building is the percentage of 'we's' divided by the 'I's' you hear in conversations.

Peter Drucker

The success of any business is no longer linked to the intelligence or self-sacrifice of one or more individual. In a complex world where interdependence is increasingly prevalent, the success or failure of a company depends above all on the ability of the different resources of the company to interact with intelligence, commitment and creativity. The challenge for any company is now to train and support, at every level, teams of individuals who are both talented and capable of getting the best out of each other. These teams must have clear and ambitious objectives and effective and fully engaging working methods.

The objective of team coaching is to limit process losses and increase process gains in each of the three performance factors: individual effort (motivation), performance strategies (consultation) and skill and knowledge levels (learning). 

High-performing teams are statistically more likely to receive team coaching from their leader or peers than low-performing teams. 

My team coaching interventions aim to support teams in defining and clarifying their goals (i.e. what can only be achieved by the team and not by individual team members) and in executing their action plan taking into consideration the interests of all stakeholders.  


Talent management

  • Profil assessment of executives and managers (development interviews, 360, Hogan Test)
  • Establishment of a skills development plan and follow-up
  • Retention of high potentials

Team performance

  • Diagnosis of team performance (AoEC test) and its dysfunctionals
  • Facilitation of meetings, collective intelligence and psychological safety
  • Development of adaptive capacities (diversity of opinions, decentralisation, versatility, reactivity, resilience)
  • Conflict management, internal crises

Management board, CoDir & Governance

  • Diagnosis of the framework, group dynamics, decision-making modes
  • Facilitation of discussion on the role of group members
  • Facilitation of the definition and monitoring of strategic objectives
  • Development of learning capacities (feedback)


  • Key success factors for high performance teams
  • How to develop collective leadership