Turn Your Teams and Groups Into High-Performance Units

Strategic and systemic team coaching for executive and mid-level teams—tailored to corporate realities.

Executive and leadership team coaching service for team effectiveness and organizational impact.

SYSTEMIC TEAM COACHING + TEAM EFFECTIVENESS + ORGANIZATIONAL CAPACITY DEVELOPMENT

SYSTEMIC TEAM COACHING + TEAM EFFECTIVENESS + ORGANIZATIONAL CAPACITY DEVELOPMENT

DISCOVER THE POWER OF TEAM COACHING FOR PREDICTABLE TEAM PERFORMANCE AND INFLUENCE

Leadership Team Coaching for Team and Group Challenges

Misaligned leadership teams drain energy, stall strategy, and fuel turnover. Our data-driven coaching aligns vision, optimizes collaboration, and builds execution muscle—so your leaders deliver faster results with less friction.

Who We Work With

  • Executive committees navigating ambitious growth or transformation

  • Cross-functional leadership teams struggling with silos

  • Newly merged or restructured units needing rapid cohesion

  • HR & Talent Development leaders seeking an external partner they can trust

Leadership team coaching

Why Our Leadership Team Coaching Works

STRATEGIC CLARITY

Unified priorities, decision-rights matrix, and OKRs everyone owns.

PSYCHOLOGICAL SAFETY AND TRUST

Faster conflict resolution and richer idea exchange.

EXECUTION DISCIPLINE

Quarterly cadence of measurable commitments linked to P&L.

LEADERSHIP AGILITY

Tools to adapt roles, processes, and mindsets in real time

ROI Matters

Companies that invest in formal team coaching see a 20%–30% increase in collective effectiveness scores within six months.

-International Coaching Federation.

Team Coaching Program Options

Choosing the right coaching solution depends on your challenges and goals.

TURN YOUR LEADERSHIP TEAM INTO A HIGH-TRUST, HIGH-EXECUTION UNIT IN 6 MONTHS

Systemic Leadership Team Coaching (6-12 months)

  • High-Trust Strategy Off-Site (2 days) — align team vision, decision rights, and operating rhythms while cementing psychological safety.

  • 360º Team Diagnostic (pre & post) — benchmark clarity, cohesion, and results against global norms; track measurable lift.

  • Monthly Transformation Labs — 3-hour deep dives that convert strategic priorities into dashboards, rituals, and real-time behaviors.

  • In-Flow Coaching Sessions — live facilitation embedded in business-as-usual or stakeholder meetings to reinforce new norms as they happen.

  • Integrated 1-to-1 Coaching — personalized sessions for each member and the team lead to clear individual blockers and expand leadership capacity.

  • On-Call Coach Hotline — rapid-response support for the sponsor and team lead whenever high-stakes issues surface.

Outcome: Your executive team functions as a cohesive, metrics-driven unit while modeling the trust and agility the organization needs to scale.

STRENGTHEN AND SCALE TRANSFORMATION WITH A UNIQUE APPROACH OWNED BY YOUR TD/OD TEAM.

Signature Program Development & Design

  • Co-Design Intensive (2 x 3-hr virtual sprints) — map business imperatives, cultural nuances, and stakeholder expectations into a clear program blueprint.

  • Curriculum & Toolkit Build-Out — we supply fully branded slide decks, facilitator guides, and participant playbooks—ready for your internal coaches or external partners.

  • Pilot & Iterate Cycle (90 days) — launch with a select leader cohort; we handle facilitation while your HR team shadows for on-the-job upskilling.

  • Capability Transfer — certify up to eight internal coach-champions via live supervision, feedback loops, and assessment rubrics.

  • ROI Dashboard Integration — plug KPI tracking (engagement, OKR velocity, retention) into your existing HRIS or BI platform for real-time reporting to the C-suite.

Outcome: HR owns a repeatable, evidence-based leadership team coaching program—complete with trained facilitators and live performance metrics—positioning your function as a strategic revenue enabler, not a cost center.

Proven Process

  1. Team Effectiveness Diagnostic – Measures clarity, trust, cohesion, and execution against global benchmarks.

  2. Co-Design Session – Align stakeholders on KPIs, milestones, and success definition.

  3. Facilitated Interventions – Targeted sessions on decision velocity, conflict mastery, and strategic prioritization.

  4. Metrics & Momentum – Monthly pulse surveys and OKR tracking keep progress visible.

  5. Sustain & Scale – Internal “coach-champion” training and playbooks embed capability long term.

THE SYSTEMIC TEAM COACHING DIFFERENCE

Why Work with a Systemic Team Coach?

Align the Team with Organizational Purpose and Strategy: A systemic team coach helps leadership teams align their goals, behaviors, and decisions with the broader organizational purpose and strategy. By considering the interconnected systems within and outside the organization, teams can ensure that their actions support long-term success and have a lasting impact.

Improve Team Dynamics and Systems Thinking: Systemic coaching addresses not only internal team dynamics but also how the team interacts with stakeholders, customers, and the organization as a whole. By addressing the "whole system" and fostering the mindset and skills of systems thinking, the coach helps teams identify patterns, leverage interdependencies, and strengthen their ability to lead within a complex environment. Systemic executive team coaching delivers transformational results that expand across the organization and beyond.

Navigate Complexity and Change Across Systems: In times of rapid change, systemic team coaching equips executive teams to manage uncertainty, anticipate ripple effects, and adapt their strategies accordingly. By focusing on the broader ecosystem, the coach ensures that leadership decisions are informed, sustainable, and aligned with the evolving needs of the organization and the market.

Foster a Culture of Collaboration and Accountability: Systemic coaching helps teams break down silos, address power dynamics, and improve collaboration both within the team and across the organization. With better communication and accountability, the team becomes a more effective and cohesive leadership body that drives results across the entire system.

Enhance Stakeholder Relationships and Organizational Impact: Systemic team coaching extends the focus beyond the immediate team, helping leaders understand their influence on and responsibilities to key stakeholders. Whether managing board relationships, customer outcomes, or employee engagement, the coaching process ensures the team leads with an awareness of its broader impact on the organization and its ecosystem.

Svetlana Dimovski - Business Coaching for Small Businesses

Why Choose Svetlana Dimovski, PhD?

Enterprize Fluency: Two decades of working with and coaching leaders at large multinationals.

Evidence-Based Methods: Turn behavioral science into practical team tools.

Coaching Credentials: International Coaching Federation (ICF) and a Board coaching certification with the National Board for Health and Wellness Coaching (NBHWC).

Certified Team Coach: Certified Systemic Team Coaching Practitioner.

Strategic, Systemic & Holistic Lens: Performance that sustains people, not burns them out.

Past clients from

Chanel, Aesop, Shiseido, Unilever, Colgate-Palmolive, Roche, Google, Meta, Apple, Dell, IBM, Salesforce, Accenture, American Express, Visa, Capital One, bp, Chevron, and many more.

Past clients from Chanel, Aesop, Shiseido, Unilever, Colgate-Palmolive, Roche, Google, Meta, Apple, Dell, IBM, Salesforce, Accenture, American Express, Visa, Capital One, bp, Chevron, and many more.

FAQs

  • Workshops teach; team coaching transforms. We diagnose real team dynamics, facilitate live business conversations, and stay long enough to see behaviors—and KPIs—change.

  • A second coach amplifies both bandwidth and perspective: one team coach can stay fully engaged with real-time team dynamics—body language, sub-text, emerging conflict—while the other captures insights, tracks time, and links discussion back to strategic goals. This dual focus speeds sessions, deepens psychological safety (participants have an extra confidant), and enables simultaneous breakout work for large or hybrid teams. For complex engagements—mergers, high-stakes turnarounds, or multilingual groups—a co-coach also brings complementary expertise (e.g., finance, market or supply chain perspective) so interventions are sharper and outcomes arrive faster. In our experience, teams with co-coaches achieve target behavior shifts 20-30 % sooner than those with a single facilitator.

  • Diagnostics are anonymous and aggregate; individual comments remain confidential. HR and sponsors receive thematic insights and trend metrics only.

  • We co-create a KPI dashboard at kickoff—typically blending hard metrics (OKR hit rate, project cycle time, team NPS) with soft indicators (trust, engagement). Progress is reviewed monthly, so value is visible—not vague.

  • Yes. Many clients pilot the program with one unit before scaling enterprise-wide.

  • The core cadence is one half-day session per month plus brief pre-work (≈ 20 minutes). Because sessions tackle live business issues—prioritization, decision rights, conflict—they replace low-value meetings rather than add to them. Most teams report a net 30–40 % reduction in total meeting hours after the first quarter.

  • Yes. All programs are designed for seamless delivery across time zones, using interactive digital whiteboards, breakout pods, and real-time polling. For critical milestones (e.g., strategy off-site), we offer live facilitation. Distributed clients have achieved the same trust-score gains as co-located teams.

30 minutes. Zero obligation. Immediate value.

You will receive a one-page team snapshot and recommendations you can act on—even if we never work together.

No hard sell—just clarity you can use immediately.