Executive & Leadership Team Coaching
Helping leadership teams work better together through change.
Leadership teams are under constant pressure to make decisions, hold uncertainty, support staff and keep the organisation moving. In periods of change or transition, those pressures often intensify. Existing patterns can become more visible, relationships can feel strained, and important conversations can be postponed because there never seems to be enough time.
Team coaching creates structured space for a leadership team to pause, reflect and strengthen how it works together. It supports teams to surface what matters, build trust, improve ways of working and lead the organisation with greater clarity and cohesion.
My approach is thoughtful, practical and grounded in real organisational experience. I draw on over 20 years in senior leadership roles across the arts, culture and charity sectors, alongside research‑informed coaching practice.
I work systemically, paying attention not only to what is happening within the team, but also to how the team is leading in the wider organisation. My role is to create a safe, well‑held space where the team can reflect honestly, think more clearly, and make meaningful shifts in how it works together.
If you are considering team coaching for your leadership team, book a discovery call and we can explore what support would be most useful in your context.
How the work is structured
Each team and context is different, so I shape the work around your needs. A typical team coaching process may include:
A conversation with the sponsor to clarify context, aims and desired outcomes.
Short individual check‑ins with team members.
A short diagnostic or baseline survey where useful.
A series of facilitated team coaching sessions over an agreed period.
A brief wrap‑up conversation and high‑level reflections on themes and next steps.
For busy leadership teams, a focused initial series of sessions can be a useful starting point, with scope refined as the work progresses.
How team coaching differs from facilitation:
Facilitation is often the right choice when you need a well‑designed session, away day or workshop focused on a specific agenda, decision or piece of work.
Team coaching is different. It creates space to look at how the team is functioning over time – including patterns, relationships, behaviours and the wider leadership culture the team is shaping.
Who it’s for
I work with executive teams, senior leadership teams and other leadership groups in the arts, culture and charity sectors, especially when they are:
Navigating organisational change or CEO transition.
Integrating new and long‑standing team members.
Carrying the impact of a demanding or destabilising period.
Wanting to improve trust, communication and shared accountability.
Ready to reflect on how the team shows up for the wider organisation.
Team coaching can support your team to:
Strengthen trust, psychological safety and shared understanding.
Surface unhelpful patterns, tensions or issues that are hard to discuss.
Improve communication, decision‑making and ways of working.
Clarify collective priorities, behaviours and expectations.
Lead more consistently and effectively through complexity and change.
“Helen has a positive outlook and an ability to think cross organisationally at the same time as focusing on key priorities and delivery. She is an excellent listener who creates practical workable solutions to any challenge.”