What we do
At TEAMWELL we help leadership teams learn how to be more effective.
We provide executive team development and coaching for leadership teams who are looking to make a shift in their effectiveness. This might be in response to any combination of scenarios, such as changing market conditions, shifting stakeholder expectations, changes to team leader or members, integration of teams, or formation of a new leadership team needing to hit the ground running.
Our focus is on helping teams learn how to relate, work, lead and learn more effectively - together, with their teams, and with their stakeholders - to deliver enhanced impact for their organisations. We partner with teams drawing on four offerings:
TEAM COACHING OFFSITES & WORKSHOPS
Our most common initial ask from leadership teams. We provide team coaching for teams during offsites or workshops.
We typically start by partnering with the team to gather and explore team and stakeholder data, then prepare workshops based on development outcomes agreed by the team. We may also use team psychometric profiling to build team understanding of members diversity of motivations, strengths, and conflict patterns.
This mode of coaching is particularly effective for deepening team trust and relationships, building team capacity for effective conflict, decision making, commitment and accountability, as well as exploring and sense-making of wider contexts and strategy.
LIVE TEAM COACHING
We join leadership teams during business-as-usual meetings or committees.
This allows us to observe, intervene and encourage real time learning and experimentation with new ways of working - while working.
This mode of coaching is particularly effective for raising awareness of different team behaviours and patterns, exploring their benefits and costs, then allowing a team to consciously experiment with different approaches.
TEAM ACTION LEARNING
We work with teams or sub-groups of teams to share and address live issues faced by team members, using the thinking, experience and resources of their peers in the team.
This mode of coaching is particularly effective in building closer relationships, vulnerability, trust, and respect among members, as well as generating contextual and workable options to address member’s live issues.
1:1 EXECUTIVE COACHING
We partner individual leaders and high potential talent in addressing individual development outcomes.
Executive coaching normally starts with setting learning outcomes, exploring current context, behaviour, and decisions, and raising awareness of underlying assumptions, values, and beliefs. With this awareness the individual then has access to new choices for experimentation and change.
Our executive coaching includes the potential of working with the team leader of a team we are coaching, with a focus on their impact on the team’s effectiveness.
Approach
Our work with leadership teams is underpinned by a number of key principles and beliefs.
We work as 'coaches'.
We bring expertise in coaching, team dynamics and team effectiveness, grounded in significant organisational experience. We assume that a leadership team is resourceful and capable of addressing it's own issues and outcomes. We are not 'trainers' nor 'advisors'. We don't believe there is a team ‘model’ or set of exercises that will enable sustainable change in your team. We see our main role as partnering with a team to build capacity for reflection and learning together across the multiple disciplines of a leadership team. 'Reflection' may be perceived as being a soft and passive activity. In our experience it is anything but. When the stakes are high, openly reflecting together as a team, exploring the otherwise unspoken, often takes unusual courage, trust and vulnerability. The pay-offs, however, can be huge, allowing a team to create new shared awareness, make new choices, consciously experiment, and make shifts to new ways of working and impact.
We work systemically.
That means we work with a team as one relationship system within the wider relationship systems of it's organisation and beyond. A leadership team only has identity, purpose and impact in dynamic relationship with its wider teams, stakeholders, and organisation. We work from an assumption that, to be successful, a leadership team needs to work from an awareness of both the relationship and work systems within their own team, and the wider relationship and work systems of which the team is a part.
We work teams over time.
Effective team coaching is rarely a one-off thing. As in 1:1 executive coaching, experience tells us that exploring, experimenting with, and embedding new behaviours and ways of working takes time. Depending on outcomes we typically look to work with teams over 6-9 months, with clear outcomes and evaluation of progress.
We tailor our work to each team.
We assume that every leadership team is unique, and its context is dynamic, ambiguous and unpredictable. We therefore tailor our approach to each team’s context, and work in partnership with the team to flex our approach as team context and learning evolves.
Why we do what we do
We love the work we do.
Now more than ever, we believe that how leadership teams work and collaborate, with each other and their wider teams and stakeholders, is vital to the sustainable wellbeing and results of their organisations, and their contribution to the societies they serve.
And great ‘teaming’ does not happen by accident nor by simply overlaying the latest leadership models or research on your own (unique) team. Great ‘teaming’ is a deliberate investment to develop the mix of capabilities your leadership team mission requires and, most of all, your readiness and ability to continually reflect and learn together.
We love the work we do, partnering and collaborating with teams, and seeing their shifts in effectiveness, fulfilment, wellbeing and impact.
Tim Price - Founder & Principal Coach
Tim partners with leadership teams that want to ‘team’ more effectively and grow positive impact with their stakeholders and across their organisations.
As an experienced Leadership Team Coach and Executive Coach Tim works across multiple sectors and brings extensive background in organisational, leadership and talent development in global corporate environments.
His approach focuses on partnering with leaders and leadership teams, working with their contexts and agendas to generate new awareness, choice, experimentation, and learning. Tim brings a calm and focused presence, balancing challenge and support, encouraging trust, and collaborating with teams to create conditions for new and important insights, action and change.
From earlier career, Tim draws on circa 25 years experience within global financial services organisations, including Barclays, Standard Chartered and HSBC, spanning client facing commercial roles, and latterly in global consulting and leadership development roles, working with teams in the UK, Europe, US and Asia-Pacific.
Tim holds a Diploma in Team Coaching accredited by the International Coaching Federation (ICF), is Accredited as a Certified Coach with the ICF and at Practitioner level with the European Mentoring and Coaching Council (EMCC), and is a certified official partner with Core Strengths SDI2.0. Tim receives regular team coaching supervision, and practices under the code of ethics of both professional bodies; ICF & EMCC.
