top of page

Acerca de

Portrait of successful group of business people at modern office looking at camera. Portra

Team Performance

Unlocking the potential of teams

Organisations rely on strong and cohesive teams to drive success. Whether it's delivering results on time, coming up with innovative solutions, or developing a more strategic approach to expanding the business, teams must be agile, forward-thinking and resilient.


At its core, a high performing team has a clear purpose that binds the individuals into one unit — working together towards a single goal.  If the organisation is going through significant change or has ambitious growth plans, the team may need to think about what it needs to be and do in a future space, and then create a strategic plan to get there.  


High performing teams hold each other accountable for their work - not only for individual results, but for how those results contribute to the team performance as a whole. They also think systemically to understand how their plans and decisions impact other parts of the organisation, or potentially the wider system within which the organisation operates. 


Building strong relationships within the team, and being able to effectively manage conflict, and have healthy debate and challenge is  is key.


When all of these elements come together in harmony this leads to immense success for both individuals and the whole organisation. 

Our passion is in unlocking the potential of teams through Team Coaching.

What is team coaching

Team coaching is an effective way for teams to become more efficient and productive while creating a stronger sense of unity among its members.

Team Coaching explores issues that relate to collective performance, enabling the team to recognise and manage influences on its performance, now and in the future.  

Team coaching takes a systemic view of those influences, which may concern the team’s internal dynamics and/or how it interacts with its stakeholders. 

Team coaching helps teams focus on what they must become to meet business and market challenges over the next 12-24 months, and to then develop the knowledge, skills and behaviour that will get them there.

Team coaching is an iterative process, grounded in live organisational issues the team need to work on.  The team decides what it needs to work on: the team coach provides the frame, the tools and the challenge to enable the team to do its best work.

Team Coaching is a powerful and effective process that will enhance the performance of individual members, the leader and the team as a whole, as well as impacting the immediate business and wider organisation. 

All of out Team Coaches are professionally qualified through The Guild of Team Coaching International, and hold EMCC Team Coach accreditations.

EMCC accreditation - logo - ITCA - colour on white - P.jpg
LGC team performace

Our LGC Team Performance Model, is designed to develop and improve the performance of teams. It helps members to understand their roles, develop trust, and work together to achieve common goals.  It underpins the work we can do with your team, and can be used in any organisation or industry, from startups to corporations


Our programmes are entirely bespoke, and are designed to help teams improve communication, collaboration, problem-solving skills, and performance. A qualified team coach practitioner will provide guidance and support to the team as they work together towards a shared goal. They will also help identify areas of improvement and create strategies for achieving success.

Team coaching is an effective way for teams to become more efficient and productive while creating a stronger sense of unity among its members. By understanding what is expected from them as individuals and as part of the team, each member can contribute their unique talents and skills towards achieving success.

Read on to discover more about the different elements of our model and how they contribute to a high performing team.

Screenshot 2023-03-30 at 17.39.21.png

How we work with teams

Using our Team Performance Model, we will conduct an initial team diagnostic that helps to identify where the team would gain most value.  We then agree with you what the framework of a team coaching journey might look like.  The programme might cover every part of the model, or just some elements of it, depending on the unique context and needs of your team. 


Your team coach will partner with the team leader to co-create the sessions, so that the work is grounded in real time, and addresses what the team needs in the moment. Whilst there will be a pre-agreed framework for the team coaching programme, it is very much an iterative process, thus ensuring that the team has the conversations it needs to have to address real-time challenges that are live in the business.


A typical team coaching journey lasts between 6-12 months and provides multiple sessions with the whole team and one to one sessions with the team leader. 

Read on for more information on each of the elements of our LGC Team Performance Model.

Team purpose an account

Team purpose is a shared endeavour that unifies the team and aligns their roles and objectives. It is an essential element for any successful team as it allows them to come together in pursuit of a shared goal. This creates an environment where everyone is working towards something bigger than themselves, which in turn creates shared responsibility and accountability within the team. With this sense of team purpose comes increased motivation, collaboration, creativity and productivity, which are all key components for success within any organisation.

Having a collective agreement on purpose ensures that everyone in the team is committed to achieving the same goal. When individuals buy in to the purpose, they will be more likely to hold each other accountable and deliver results. This increases overall commitment and motivation, and, ultimately, higher levels of team performance.

Contact us to today to discuss how we can help your team develop or review its purpose.

Trust and psychological safety

Trust is a core factor for the success of any team.  It is more than giving people the benefit of the doubt and expecting that they will do their best to achieve the collective goals.  Rather it is cultivating a psychological safe environment, which allows team members to feel comfortable sharing ideas, admitting mistakes and taking risks without fear of being consequence. To create a trust-filled culture in your team, it's important to have mutual respect and positive regard for each other.

 Adopting a ‘no blame culture’ encourages team members to listen to understand each other rather than apportion blame for any perceived failings or mistakes.  In this way, teams are more invested in understanding problems and finding solutions instead of blaming one another for it.

Moderating these dialogues without judgment or defensiveness is key to developing trusting relationships within the team which ultimately creates an environment where everyone feels psychologically safe enough to share ideas openly without fear of being judged or criticised.

All of our team coaches are certified in their practice, and hold relevant qualifications and certifications in workplace psychology.


Contact us today to discuss how we can help.


Trust and psychological safety

Team dynamics and healthy team relationships play an important role in the success of the team.  Teams by their very nature, are made up of a group of individual team members, and each will have their own personality, core values and communication preferences.  By understanding what drives self and others, teams can build a better understanding of each other and work together more effectively.  By understanding different people’s core values, and motivational drivers, teams can create an atmosphere of trust, collaboration and high levels of engagement, which will ultimately lead to better results.  

Great teams embrace diversity, and having a range of different thinking styles on your team is a real bonus.  Understanding what they are, and how to utilise them gives a team a much more agile and effective approach to overcome any challenges it may face.

We are proud to be an official  partner of Core Strengths, and use the world class SDI assessment and the Core Strengths Relationship Intelligence model on our Team Dynamics workshops.

Contact us today to discuss how we can help you.

Team dynamics

Team dynamics

Team strengths agility

In today’s VUCA (Volatile, Uncertain, Complex, Ambiguous) world, teams need to stay competitive in this rapidly changing environment.  Agility is no longer a nice-to-have, but a necessity for all teams. 

Teams must be able to quickly adapt to new challenges and opportunities while also leveraging their existing strengths.  To do this, teams need a clear understanding of their current team strengths as well as the strengths required in the future.  This understanding can help teams make informed decisions about how best to use their resources and ensure they are always prepared for whatever comes next - and have the edge over their competitors.

We can help you to identify the current strengths in your team and how they are individually and collectively deployed.


 We will even look at what happens when those strengths are sometimes over-played, and the cost to relationships when that happens.  


Work with us to help you to build a team strengths portrait that will help you deal with your key challenges as a team.

Team strengths agility
Managing team conflict

Managing team conflict

Conflict is a part of life and the workplace.  However, when it becomes personal, it can damage relationships.  Managing conflict successfully is an art, and requires understanding of perceptions and  misunderstandings and a willingness to address the issues at hand in a respectful manner.

In some teams, people avoid conflict because they are worried that things may become personal or unprofessional, and this fear can lead to unresolved issues.

To ensure healthy debate and challenge without going down the road of personal attacks or misunderstandings, it is important to understand what triggers conflict in ourselves and in others, and what we need and want once we are in conflict.


Conflict triggers, how we behave, and what we want varies enormously between different people, so having a deeper understanding of what are the potential conflict triggers in your team and how to manage conflict effectively is a fundamental skill that underpins team performance and success.


Contact us to discuss how we can help you to manage conflict in your team.

Stakeholder Relationships

Stakeholder relationships

Understanding who your key stakeholders are, and building strong relationships with them is a very important task for any team. Without a deep understanding of the stakeholders’ needs, wants and priorities, teams may run the risk of overlooking important relationships outside of the team that could negatively impact the team’s success. 

High-performing teams have a clear stakeholder map, and a strategy to not only regularly maintain those stakeholder relationships, but also to strengthen those relationships which are critical to team success.


They will also consider how stakeholders view the team and take steps to change less positive perceptions, or enhance the levels of information or services provided to that stakeholder if there is a perceived shortfall.


These teams understand that stakeholder relationships and paying attention to stakeholder needs and wants are key to their success.  


Let us help you to engage with your stakeholders and build stronger relationships. Contact us today for more information.

Leadership development

Leadership development

Leadership is a demanding role, and it requires a number of key characteristics, such as presence, resilience, emotional intelligence and being results-orientated.


To be successful, leaders must be able to develop their people to their highest potential by providing leadership and leading decision making while setting the culture of the organisation.  Leaders must inspire others to follow them while having the courage to have courageous conversations when necessary. By developing these key characteristics, leaders can maximize the potential of their people and contribute significantly to the success of their organisation.


When it comes to 'teaming' though, leadership doesn't just come from the team's official leader.  Distributed Leadership can be beneficial different team members to take the lead, according to their personal expertise, or perhaps as part of their development as leaders in their own right.

The idea of a ‘team of teams’ encourages collaboration and the creation of communities that facilitate information sharing and result in more comprehensive support for each other.


This form of organisation allows leaders to influence each other while also adapting more quickly to changes in environment or direction as they are making decisions. 

Leadership Development can take many forms: it could by a bespoke workshop, one to one executive coaching, or part of a larger team coaching programme.

Contact us today to discuss how we can help you.

Systemic thinking

Systemic thinking

Systemic thinking is a way of looking at the world and how it works. It involves understanding the interconnectedness between different parts of a system and seeing how changes in one part can have ripple effects on other parts. This approach has become increasingly important in today’s complex, interconnected world, as it helps teams understand how their actions and decisions can have impacts beyond their immediate environment.


Systemic thinking enables us to better understand the relationships between our team, stakeholders, other teams, the organisation, and the industry as a whole. It also helps us to anticipate potential impacts of change on various parts of our system before they occur.

Systemic thinking allows teams to anticipate potential impacts of change before they occur and helps them develop strategies to manage these changes.


By understanding how different parts of the system interact with each other, teams can make more informed decisions that will future proof the organisation.

Work with us to develop a systemic approach to work in your team. Our team coaches are qualified as Systemic Team Coaches and Complex Adaptive Systems Team Coaches.  


Contact us to discuss your team's needs.

Team learning

Team learning

As businesses expand and the competition gets more intense, teams need to enhance their performance, skills and resources to succeed in the present as well as keep in line with upcoming tasks.  As part of this strategy, it is important for teams to ensure that their development plans are aligned with the changing landscape of the business.  This will not only allow them to stay ahead of their competitors but also help them maintain efficiency and capacity.

Regularly assessing the capabilities of individual members and the team as a collective, and comparing that to what may be required in 12-24 months time as the business evolves, helps teams to future-proof.   Conducting regular reviews not only helps identify areas in need of improvement but also opens up conversations about possible changes.  By incorporating these review sessions into  team strategy review cycles, teams can keep adapting as conditions change around them.

Team learning can be broken down into four main components: 

  • alignment of development plans to the evolving business strategy 

  • learning how to handle changes quickly and effectively. 

  • actively giving and receiving feedback

  • learning how to become a self-coaching team.

These components enable teams to increase their capacity, efficiency, performance and overall success as they strive towards continuous improvement. 


Contact us today to discuss how we can help you to become a high-performing learning team.

Let’s Work Together

Get in touch so we can start working together.

Thanks for submitting!
bottom of page